Corrective Conversations: A QUIET framework.

So you’re breaking out in a cold sweat… These are the hard moments you are called to handle as a leader. These are the ones that keep you up at night.

• How do you have a corrective conversation?

• In a way that’s effective while also kind for the betterment of your staff and team at large?

As we start, let’s agree on one thing:

The purpose of a corrective conversation is to align a staff member you care about, reinforce your organizational culture, and make the greater team a safe place for everyone.

Common Pitfalls That Derail These Conversations

Before you start, beware of these traps that can kill the outcome before you even begin:

• Being long – The more you talk, the more confusing you will be. Guaranteed.

• Being impossible – If you create a unicorn expectation, you’re setting someone up to fail. They know it, your team knows it, and it will spread through your culture like cancer.

• Being unclear – If you aren’t laser-clear about expectations and timelines, you’ll create more frustration than you’re trying to solve.

A Simple Framework: QUIET

This isn’t a comprehensive guide, but a practical tactic. This was given by a mentor and I hope proves as helpful to you as it’s been to me as you navigate the pitfalls of conflict.

Q – Quick

Keep it short. Anything longer than 3–5 minutes and the chances of things going south increase exponentially.

U – You do the talking

This is your moment to communicate a few key items. It’s not up for debate. If you haven’t already had a conversation for perspective gathering, understanding, and empathy, you’re not ready for this step. Seek to understand first.

I – Impact

Describe the impact the person’s behavior or attitude is having. Be clear, brief, and confident.

E – Expectation

Clarify what winning looks like. A winning behavior or attitude must be clearly articulated so there’s a clear target for success. Without this, it becomes subjective, arguable, and anxiety-inducing.

T – Timeline

Set a clear timeline for when the adjustment needs to happen.

Corrective conversations are never easy—but they are essential. When done well, they protect your culture, strengthen your team, and help the individual succeed. QUIET is a simple way to keep these moments focused, compassionate, and effective.