There's someone on your team right now.

Maybe they're consistently missing the mark in ways everyone else has already noticed. Maybe they've slowly drifted from the role you hired them for. Maybe they're technically doing the job but quietly draining the energy of everyone around them.

You know a conversation needs to happen. You've known for a while.

But something keeps stopping you.

• • You don't want to damage the relationship — or make things awkward.
• • You've tried before and it didn't land, or nothing changed.
• • You're not sure how to say it without it turning into conflict.
• • Or honestly — you just don't have a plan, and winging it hasn't worked.

So you wait. You hope the problem resolves itself.

It doesn't. It compounds.

The conversation you've been avoiding is one of the most important things you can do for that person — and for your team. You just need to know how to have it.

Most leaders avoid hard conversations for one of two reasons.

One: they're afraid of conflict. They don't want to damage a relationship or be seen as the bad guy. So they convince themselves the situation isn't that bad — until it is.

Two: they simply don't have a process. They've tried "winging it" and it went sideways. So now they avoid it altogether, hoping time will fix what conversation could.

Neither of those things makes you a bad leader. They make you human.

But here's what great leaders understand that others don't:
An aligning conversation isn't about confrontation. It's about investment. When you do it well, people don't walk away feeling corrected — they walk away feeling developed.

That's exactly what this course teaches you to do.

Introducing: The Aligning Conversations Course

A step-by-step system for leaders who need to have hard conversations — and want to do it with clarity, confidence, and genuine care.

Created by certified leadership coach Larry Boatright — with nearly 30 years of experience leading teams and coaching leaders across ministry and business — this course gives you a proven 5-step framework you can use for every difficult conversation you'll ever need to have.

Not just this one. Every one.

Whether it's a chronic performance issue, a pattern of behavior that's affecting your team, a heart that's drifted from the mission, or something small you want to address before it becomes something big — the Aligning Conversations framework gives you a clear, repeatable process to handle it well.

Seven coaching videos. A complete workbook. Done-for-you templates. Real-world examples. Everything you need to go from dreading the meeting to walking out of it knowing you did right by everyone in the room.

The 5-Step Framework

Step 1: Celebrate

Before you say anything hard, you start by saying something genuinely true and good. This isn't a manipulation tactic — it's the relational foundation that determines whether your team member hears what comes next or shuts down completely. Leaders who start here get a completely different conversation than leaders who lead with the problem. This step changes everything.

Step 2: Align

This is the heart of the conversation — and the part most leaders get wrong. You'll learn how to name exactly what's not working, set clear and concrete expectations, understand your team member's perspective, and give them a specific path to improvement. No vague feedback. No overwhelm. Just the clarity that actually moves things forward.

Step 3: Equip

This is the most commonly skipped step — and the one that determines whether anything actually changes after the conversation. You can't hold someone to a higher standard without helping them get there. This step shows you how to commit to real support: resources, time, tools, or simply asking the right questions to discover what they actually need from you.

Step 4: Encourage

Three words that most leaders forget to say: "I believe in you." Ending the conversation by reaffirming your team member's value and your confidence in their ability to improve doesn't soften the message — it seals it. This is the step that turns a corrective conversation into a development conversation. It's what people remember.

Step 5: Follow Up

The conversation is only as good as what happens next. This step gives you a specific follow-up plan — when to check in, what to look for, what to say, and how to know whether alignment is actually happening. Most leaders have the conversation and then let it fade. This is what makes yours stick.

What's Inside the Course

Everything you need to go from "I know I need to have that conversation" to "I'm glad I did" — in one place.

$97

One-time. Lifetime access. A framework you'll use for every hard conversation from here on out.

14-day satisfaction guarantee. Do the work — if it doesn't deliver, reach out and we'll make it right.