Here is an excerpt from an article written by Joel Garfinkle for Harvard Business Review and the HBR Blog Network. To read the complete article, check out the wealth of free resources, obtain subscription information, and receive HBR email alerts, please click here.

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Avoiding or delaying a difficult conversation can hurt your relationships and create other negative outcomes. It may not feel natural at first, especially if you dread discord, but you can learn to dive into these tough talks by reframing your thoughts.

Begin from a place of curiosity and respect, and stop worrying about being liked. Conflict avoiders are often worried about their likability. While it’s natural to want to be liked, that’s not always the most important thing. Lean into the conversation with an open attitude and a genuine desire to learn. Start from a place of curiosity and respect — for both yourself and the other person. Genuine respect and vulnerability typically produce more of the same: mutual respect and shared vulnerability. Even when the subject matter is difficult, conversations can remain mutually supportive. Respect the other person’s point of view, and expect them to respect yours.

Focus on what you’re hearing, not what you’re saying. People who shy away from conflict often spend a huge amount of time mentally rewording their thoughts. Although it might feel like useful preparation, ruminating over what to say can hijack your mind for the entire workday and sometimes even late into the night. And tough conversations rarely go as planned anyway. So take the pressure off yourself. You don’t actually need to talk that much during a difficult conversation. Instead, focus on listening, reflecting, and observing. For example, if a team member has missed another deadline, approach them by asking neutral, supportive questions: “I see the project is behind schedule. Tell me about the challenges you’re facing.” Then listen. Pause. Be interested and proactive. Gather as much detail as possible. Ask follow-up questions without blame.

Your genuine attention and neutrality encourage people to elaborate. For every statement the other person makes, mirror back what they’ve said, to validate that you understand them correctly.

Be direct. Address uncomfortable situations head-on by getting right to the point. Have a frank, respectful discussion where both parties speak frankly about the details of an issue. Talking with people honestly and with respect creates mutually rewarding relationships, even when conversations are difficult.

There are situations, however, where cultural or personality differences should be considered. If your culture is conflict avoidant or doesn’t value directness, you can still engage in challenging conversations. In these cases, shift your approach from overly direct to a respectful, affirming back-and-forth conversation. For instance, if the person you are talking with seems to not be picking up on what you are saying, ask them to repeat their understanding of what you’ve shared. As they reflect back what they’ve heard, you can adjust your message to make sure the conflict is moving toward resolution. This communication style is open and less threatening.

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Here is a direct link to the complete article.

Joel Garfinkle is an executive leadership coach and author of Getting Ahead: Three Steps to Take Your Career to the Next Level and Difficult Conversations: Practical Tactics for Crucial Communication. Follow Joel at his FulfillmentATwork newsletter.