Master Challenging Conversations

Our tools and coaching help you avoid the common pitfalls to improve the outcome of your next conversation.

Great leaders follow four essential rules for difficult conversations:

Create Context & Objectives

Understand Each Other’s Worlds — Their’s First

Brainstorm Options

End With Commitments

C.U.B.E - It’s a simple mnemonic, but often the most powerful thing we teach our clients. We’ve worked with thousands of leaders and have seen the extraordinary return on improved communication skills. Difficult conversations can be intense and overwhelming − even the best communicators may react poorly to tough situations. But every challenging conversation is also an opportunity to develop trust, establish new agreements, and create progress.

The Saturn C.U.B.E. for Conflict™️ is our proprietary model to effectively structured challenging conversations. It is a practical, easy-to-use method that helps leaders avoid the most common mistakes in difficult conversations. It's also one of the main tools used by our embedded coaches, effectively addressing the issues impeding individual and team success.

Choose Your Next Step

  • Prepare with a Coach

    From navigating challenges to achieving personal growth, our professional coaching services offer the guidance you need to master any conflict.

    Get 1:1 or group coaching specific to your position within your team.

    Schedule with a Coach

  • Online Prep for a Specific Conversation

    Use a tailored Survival Guide and a one hour online training to prepare for a specific conversation. Pick a topic, uncover actionable solutions, and gain confidence in moments that matter most.

    Select a Survival Guide

  • Online Training for Mastery

    Unlock the framework to tackle any conflict with confidence. The CUBE Course offers proven tools and strategies to transform your approach—start mastering difficult conversations today!

    Take the Course
Portrait of a middle-aged man with short dark hair, a beard, and a mustache, smiling, wearing a black shirt, against a neutral background.

“When conversations go poorly, leaders typically fall into one of four major pitfalls. These traps are pretty easy to avoid once you understand them.”

Jason Gore, CEO of Neuberg Gore

Survival Guides

What conversations would you like to prepare for?

A diverse group of four people having a discussion in a professional setting. A woman in the center is smiling and gesturing with her hands, while a man to her right is listening attentively.

Top 5

Master the art of influence–whether that’s persuading peers, influencing up, or persuading someone at home.

We negotiate all the time–with vendors, with leaders, with peers, and at home… Learn how to navigate high-stakes negotiations with a clear plan, even when things get tough.

Conflict can be incredibly draining. Defuse tension and find common ground with practical strategies to resolve disputes effectively.

Giving feedback and holding your team members accountable is a key to your team’s success. Here is a clear approach.

Most leaders aren’t trained to streamline discussions and get to next steps quickly. The same CUBE model that is used for every conversation can be used to facilitate group conversations.

CUBE Survival Guides

Most decisions are made in a consultative fashion with groups–here’s a clear process for the conversation which may take several meetings.

What do good sales people do? How do they build trust, understand client needs, and drive to a close? Here’s how.

Don’t beat around the bush. Here’s how to deliver tough news in an empathetic way.

It’s not easy, but here’s how to navigate uncomfortable announcements.

During an unresolved emergency, it’s tough to be transparent in the midst of a crisis. Here’s how.

So you think a team member made a big error… here’s how to discuss it in an effective way.

You messed up (or think you messed up), lost trust, etc. How do you clean things up with another person?

You have no authority, but you are negatively impacted. Here’s how to talk to a peer.

Managing a Directs’ Performance

Addressing the patters that are concerning directly and brainstorming together how to fix things.

Set clear expectations with deadlines and consequences.

Escalate the consequences and outline specific goals and metrics for success. Be clear that if the team member doesn’t improve, their current role is on the line.

If no improvement, transition them out or to a better-fit role, preserving team momentum.

When you are hiring someone who will manage a current direct report.

You are telling a direct report that you have already hired their new manager.

“Working with Neuberg Gore was one of the best decisions we have made in our 5 years in business. The tools that they have equipped us with to improve our organizational health have been a key factor in things being better than they ever have been.”

Joel Flory

Need Help Preparing for Your Conversation?

1-Time Spot Coaching

$275/hr

Schedule a 1-time spot-coaching session.

Manager

$375/hr

Schedule a 1-time spot-coaching session.

Executives & Startup CEOs

$475/hr

Schedule a 1-time spot-coaching session.

Individual Contributor