The 18 minutes
that change how your leaders handle hard conversations Forever.
Farrah walks through the exact process she uses with executives at Google, Indeed, and Accion before every hard conversation. Watch all 18 minutes, By the end you will know exactly what your leaders need and whether working together makes sense.
Watch the third step closely. Delivery is where most leaders break down, they either over-explain or under-prepare. The framework gives you the exact language structure that works every time.
COO · Nonprofit
19 Years at the Organisation · Feedback Culture Workshop
"Well Farrah I Am A Huge Member Of Your Fan Club Now. I Think You Bring Such Passion And Clarity And Insight. You Were Fantastic."
COO · Nonprofit
19 Years at the Organisation · Feedback Culture Workshop
"Well Farrah I Am A Huge Member Of Your Fan Club Now. I Think You Bring Such Passion And Clarity And Insight. You Were Fantastic."
COO · Nonprofit
19 Years at the Organisation · Feedback Culture Workshop
"Well Farrah I Am A Huge Member Of Your Fan Club Now. I Think You Bring Such Passion And Clarity And Insight. You Were Fantastic."
COO · Nonprofit
19 Years at the Organisation · Feedback Culture Workshop
"Well Farrah I Am A Huge Member Of Your Fan Club Now. I Think You Bring Such Passion And Clarity And Insight. You Were Fantastic."
Questions I get asked
What people want to know.
My leader will skip the frame of mind prep and just walk straight in. What do I do?
That resistance is part of what I named in the video, the urge to skip the internal work and go straight to the words. It does not need to be a formal exercise. Five minutes in the car beforehand, the questions on a Post-it, a ten-minute call with me the morning of. Once a leader does it once and feels how differently the conversation lands, they rarely skip it again.
How quickly will my leaders actually see results?
Most leaders report using the framework independently after their very first session. The structure is designed to be usable in 20 to 30 minutes before a hard conversation, not something that requires weeks of practice before it works.
What if we do not know all the facts yet and the reorg is still being decided?
Message clarity does not require certainty, it requires honesty about uncertainty. What a leader prepares is what they know, what they do not know yet, and what they can commit to. That structure builds trust because a leader who names the uncertainty while showing clear ownership lands far better than one who pretends to have all the answers.
What if the leader has to deliver bad news to someone they are close to?
This is where the mindset work matters most. The closer the relationship, the louder the urge to soften the message so it stops being honest. The framework helps the leader separate their feelings about the relationship from the clarity the other person deserves, so the news stays honest without losing the care.
Can you deliver this to my whole leadership team, not just one person?
Yes, and this is where the biggest shift happens. When the whole team goes through the framework together, they develop a shared language for hard conversations. I design and deliver workshops for leadership teams of any size built around this exact framework.
Can the framework be used for written communications, emails and announcements?
Yes, and many clients use it specifically for this. The three steps work identically for a company-wide email, a reorg announcement, a Slack message, or a face-to-face conversation. The mindset step matters even more in writing, because there is no tone of voice or body language to soften what lands on the page.
My leaders are already stretched. What does follow through actually look like?
Follow through is not a programme, it is one intentional moment. A two-minute check-in a couple of days after the conversation. One question: how are you doing with what we discussed. Not a formal review, just a signal that the relationship did not end at the hard moment.
What is the difference between the free PDF and actually working with you?
The PDF gives your leaders the structure. Working with me gives them the practice, applying it to their exact conversation, under real pressure, with real-time feedback. Most clients start with the free framework and come back for coaching when they want to go deeper on a specific situation.
Can I share this video directly with my leaders instead of walking them through it myself?
Yes, and many CHROs do exactly this. Send the link to a leader before their next hard conversation and let Farrah walk them through it directly. It works as well watched alone as it does watched together as a team, though teams who watch it together tend to build the shared language faster.