I recently assumed the role of assistant nurse manager in a very busy procedural area of a hospital. I have learned that one of our technicians has been causing drama on the team for several years. Nurses have been known to cry because of her aggression and passive-aggressive behavior. Previous management didn’t know how to deal with her, as she incessantly denies accusations. How would you recommend I confront this person with a Crucial Conversation?

I’m the chair of an organization and someone on the board is leaking information. Someone made a derogatory comment about a person in a board meeting, and someone on the board told that person. I have addressed the issue of confidentiality before, so this is a violation of that expectation. Leaks like this undermine board trust and other relationships. How should I approach this?

Constructive criticism. I absolutely hate it and completely shut down when I hear it. It’s still criticism, however “constructive” the giver thinks it is. But I know it’s a popular thing to “give.” How can I overcome my aversion to it?

I’m a project manager and often hold meetings with my team to ensure tasks get completed on time and project timelines aren’t in jeopardy. Recently, one team member said he wasn’t going to meet his deadlines. I wasn’t sure what to do. I didn’t want to call him out in front of everyone during the meeting, but I also didn’t want to let it slide. He has done this before. Any suggestions?

Dear Crucial Skills, How can I nudge my partner to start using some GTD® skills? Signed,Losing Patience Dear Losing Patience, Consider what nudging looks like in practice. To verbally nudge someone is to volley hints or suggestions but without directly addressing the issue or revealing how much you care about it. A nudge may get …

I’ve heard a lot of people accuse teachers of “quiet quitting.” Teachers typically put in many hours and their own dollars to give students the best possible education. But recently, due to low pay, many have said they will limit their work to the classroom only. How can you hold teachers accountable for quietly quitting when, really, the norm has been to work unpaid hours?

I’ve had trouble with employees being vigilant to hold peers accountable, but in a way that isn’t very kind. How do you encourage peer accountability and ensure it doesn’t end up as a form of bullying?

My assistant used $700 for a hotel room. I had never given him a spending limit, but I didn’t think he would spend $700. Now I need to tell him he won’t get reimbursed for that because it was way too much. How do I tell him? Help!

I work with a senior employee who is passive-aggressive, interrupts the boss, pontificates, challenges direction he does not agree with, and diminishes team morale. I’d like to talk with him about this, but not sure how to begin or what to say. Can you help?

How do you handle a situation with someone who refuses to quit a bad behavior? I have spoken with them about it several times and nothing has changed.