Stop stringing people along. Start telling the truth.
You have someone on your team right now who's building their entire career plan on a false promise. They've been told they're "next in line" for promotion. They're working insane hours. Sacrificing. Believing.
And you know they're not getting it.
Most leaders avoid this conversation. They give vague feedback like "keep doing what you're doing" or "your time will come." That's not kindness—it's cruelty. Because you're letting someone waste years pursuing a role they'll never get.
 
The T.R.U.T.H. Model gives you the framework to deliver the hardest conversation in leadership with clarity, respect, and actionable guidance.
 
What You'll Get
This comprehensive 23-page framework includes:
The Five-Step T.R.U.T.H. Framework:
Tell them the decision directly (no hedging, no false hope)
Respect their disappointment (don't minimize the impact)
Unpack the specific gap between where they are and what's needed
Timeline what growth would look like to reconsider
Help them decide: close the gap here or find the right fit elsewhere
 
Practical Implementation Tools:
Weak vs. Strong examples for each element, showing exactly what not to say and what actually works
Complete real-world case study of the VP promotion conversation that changed everything
48-hour action plan to have this conversation this week
Expected outcomes guide so you know what success actually looks like (hint: it's not universal retention)
 
The Brutal Truth About Promotion Conversations:
This framework addresses the conversation most leadership advice ignores: what to do when someone's been waiting, working, and believing—and you have to tell them it's not happening. Not because they're bad at their job. But because the gap between where they are and what the role requires is real, and they deserve to know exactly what it is.
 
Who This Is For
Leaders avoiding a promotion conversation they know needs to happen
Managers who've been giving vague feedback instead of specific developmental guidance
Directors stringing people along with "maybe next year" promises
Anyone who's ever said "keep doing what you're doing" when they knew it wasn't enough
 
What Makes This Different
Most leadership frameworks tell you to "have honest conversations" without showing you how. The T.R.U.T.H. Model scripts the exact conversation, gives you concrete examples of what works and what doesn't, and shows you how to deliver devastating news while actually building trust.
This isn't about letting people down easy. It's about giving them the clarity to make informed decisions about their career—whether that's staying to close the gap or finding the right fit elsewhere.
 
The Impact
Immediate: The person finally has specific, actionable information instead of vague promises.
Medium-term: They make an informed decision about their path—and either focus their development efforts or transition respectfully.
Long-term: Your reputation grows as someone who develops talent by telling the truth, and your organization builds a culture where people get real feedback instead of false hope.
 
Why It Matters
Someone on your team is building their career plan on information you know is false. Every day you delay this conversation is another day they're investing in the wrong direction.
Clarity is kindness. Vagueness is cruelty.
 
Download the T.R.U.T.H. Model and have the conversation this week.