The Hidden Reason Leaders Struggle With Difficult Conversations
- Brainz Magazine
- Jul 22, 2025
- 5 min read
Written by Nick Haswell, Coach, Speaker & Author
Nick Haswell is a coach, author, and speaker with nearly 20 years’ experience in performance, leadership, and personal development. He helps people reconnect with their voice, values, and purpose through coaching and workshops, empowering them to lead and live authentically.
Why do even the most experienced leaders freeze during difficult conversations? This insightful article examines the underlying causes of communication breakdowns and introduces the LIGHT Method, a presence-first approach that enables leaders to stay grounded, connected, and effective when it matters most.
Introducing the LIGHT method for conscious communication
How many times have you coached a leader through a difficult conversation, only to hear later:
"I knew what I was supposed to do, but in the moment, I just... froze."?
Even the most capable leaders, brilliant in training rooms, may feel paralyzed during emotionally charged conversations. The disconnect between knowing and doing becomes painfully clear in those moments. During the COVID crisis, despite years of leadership training, I saw capable managers revert to command-and-control the moment discomfort appeared. This wasn’t due to a lack of knowledge, but because scripted approaches often falter when real human emotion surfaces.
This gap inspired a different approach: a model not just for what to say, but for how to be, especially under pressure, precisely when most frameworks start to lose traction.
The problem we keep seeing
In our coaching practices, we repeatedly see leaders grappling with these universal communication breakdowns:
Managers who avoid feedback after a difficult past conversation
Leaders who become robotic and inauthentic when following scripts
Team leads who swing between being overly nice and suddenly harsh
Executives who excel at strategy but freeze when personal issues shake the team
What’s missing? Most training centers on content and phrases. Yet, when human messiness enters the room, defensiveness, emotion, shutdown, the scripts struggle, revealing their limitations. Leaders need a system that guides their presence, their energy, and the creation of psychological safety with their very being.
Why this matters more now
The data tells the story we’re all witnessing in our coaching work:
70% of employees state their manager causes work-related stress, impacting mental health (Harvard Business Review).
Just 23% feel their manager truly cares about them as a person (Gallup).
Poor management costs the UK over $8.3 billion annually.
What the data doesn’t show: endless hours spent repairing relationships, failed feedback attempts, and the loss of talented people who never felt truly supported.
What makes LIGHT fundamentally different
Unlike well-known feedback models (GROW, CLEAR, SBI, NVC), LIGHT is a presence-first operating system designed for in-the-moment use, not just for role-play or scripts. It uniquely combines emotional self-regulation, practical guidance, and actionable micro-skills proven to help when emotions run high.
LIGHT vs other frameworks – Feature comparison
Feature | LIGHT (Presence-first) | GROW / CLEAR | NVC | SBI / Fierce conversations |
Addresses internal States | ✓ (Core step) | Rarely | Sometimes | Rarely |
Works under emotional stress | ✓ (Designated for it) | Sometimes | Sometimes | Sometimes |
Moment-to-moment guidance | ✓ | No | No | No |
Practice prompts / mnemonic | ✓ (Acronym + prompts) | Sometimes | No | Sometimes |
Balances candor + care | ✓ (Explicit & equal) | Not explicit | Implied | Not explicit |
Blends presence & practicality | ✓ | No | Sometimes | No |
We’re continuing to develop LIGHT with more data, case studies, and iterative refinements, building the evidence base to support what’s already clear in practice.
Where most models offer a script for what to say, LIGHT is designed for what’s often most needed: a repeatable, actionable way to embody presence and resilience, even when you're ‘frozen in the moment.’ When scripts struggle under emotional pressure, LIGHT continues to guide by anchoring not just what to say, but how to be.
The LIGHT method
Listen: With radical attentiveness, not just waiting for your turn
Intention: Define why this conversation matters, and adjust your energy to match
Guide: Ask questions that invite exploration, not defensiveness
Hold Space: Create processing space, manage your presence
Truth: Deliver hard truths calmly and with kindness
Each word in the acronym isn’t just a step, but a set of micro-skills, tools for grounding, inquiry, and authentic feedback in real-time, especially in emotionally charged moments where typical frameworks may lose traction.
LIGHT in real life: A coaching scenario
Imagine Sarah, a team leader, noticing her top performer burning out:
Intention:
“I've noticed you seem stretched lately. What’s that been like for you?”
Guide:
“What does ‘fine’ really mean for you right now?”
“What’s been making things feel harder?”
Hold Space:
(Sarah slows her breath, gives silence, signals safety.)
“What would it mean for you to let the team down?”
Truth:
“The way you’re working now isn’t sustainable. I want you to know I care about your well-being; this isn’t helping you or the team.”
Guide (forward):
“What would need to change so you feel like you’re thriving, not just surviving?”
Notice: Sarah’s presence, moment by moment, tracks emotion, energy, and opportunity, hallmarks of LIGHT’s distinctive approach.
Evidence and science
Recent research underscores that self-awareness, emotional regulation, and psychological safety are defining factors in successful leadership communication. LIGHT integrates this science with a simple, recallable structure, bridging the “knowing-doing” gap that hinders so many models.
Where LIGHT fits alongside other models
It’s important to be transparent: LIGHT isn’t trying to replace respected frameworks like GROW, SBI, or NVC, many of which have supported countless leaders. Experienced practitioners of those models often bring presence and emotional awareness into their work organically.
What makes LIGHT different is that it builds presence, self-regulation, and psychological safety directly into its structural DNA. These aren’t optional add-ons; they’re baked into each step. That means even leaders without extensive coaching training can more naturally lean into high-stakes, emotional conversations, where most scripts tend to struggle.
This isn’t about claiming LIGHT is the only way. It’s about offering a design that makes what’s often implicit, state, energy, and psychological safety, explicit and reliably repeatable.
Beyond scripts: Real leadership in real time
Traditional feedback models give you a map. LIGHT gives you the vehicle, self-awareness, flexibility, and the tools to keep moving, even when conditions change. It asks not just “What should I say?” but “Who do I need to be, especially when the conversation gets messy?”
Call to action
If you’re preparing leaders to have actual, high-stakes, emotional conversations, not just the sanitized ones in training, give them something beyond another script. Offer them the LIGHT Method, a system built for presence, psychology, and sustainable relational impact.
Read more from Nick Haswell
Nick Haswell, Coach, Speaker & Author
Nick Haswell is a coach, author, and speaker with nearly 20 years’ experience helping people build confidence, clarity, and purpose. He blends practical coaching tools with mindset strategies to empower authentic leadership and personal growth. Nick is the author of the upcoming book The Confident Revolution, inspiring readers to overcome fear and step into their power.
References:
Harvard Business Review – “What Great Listeners Actually Do”
Gallup – “State of the American Manager”
Recent coaching and leadership research on emotional self-regulation and presence
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