1. Clarify the Problem for Yourself

| What to Do | Why It Helps | |------------|--------------| | Write down specific incidents (what was said or done, when, where). | Concrete details keep the conversation from feeling like a vague accusation. | | Identify the impact (e.g., you felt disrespected, your work suffered, you lost trust). | Knowing the effect helps you stay focused on outcomes, not personalities. | | Separate behavior from identity – “He interrupts me” vs. “He is a jerk.” | This makes it easier to address the action rather than label the person. |

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3. Set Clear Boundaries (Before the Confrontation)

| Boundary | Example Phrase | |----------|----------------| | Physical/Temporal | “I’m not available for non‑urgent calls after 7 p.m.” | | Communication style | “I expect our conversations to stay respectful—no name‑calling.” | | Task scope | “I can help with the report, but I won’t take on additional data entry.” |

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