![]() Often, the most trying part of this conversation is watching people attempt to redirect blame by pointing their fingers at someone else. When an employee lets you or the team down in this way, it’s your job as a manager to find out what happened, what went wrong, and what needs to change so it doesn’t happen again. Reliability – We would all love to work in companies where deadlines are never missed and mistakes are never made, but that just isn’t realistic.However, knowing that it’s coming doesn’t make this type of conversation any easier for either side. Impending termination should never be a surprise. Usually, employees will already be aware that their continued employment is at risk due to poor performance or other issues. Terminating Employment – Firing someone is one of the hardest conversations that you will have in your career.Help them realize that the way a message is conveyed is powerful, and that a little bit of finesse and sensitivity when sharing that message can go a long way towards ensuring that relationships aren’t damaged in the process. They may believe that they’re doing their coworkers a service by telling them the unvarnished truth. Having a conversation with employees who are overly honest can be difficult. People who are brutally honest-to the point of being insensitive, tactless, or just plain mean-can cut their coworkers right to the core. Extreme Honesty – We’ve all been told that “honesty is the best policy,” but sometimes that just isn’t true.Sometimes, medical conditions come into play here, and it’s important to handle these issues with tact. This is a sensitive subject because personal hygiene is so It can be uncomfortable to tell someone that their breath stinks, that they have body odor, or that they need shave their facial hair-especially if the facial hair in question is on a woman. Smelly Team Member – Working with an employee who has poor hygiene can be hard to handle.We’ve also compiled a list of five types of courageous conversations that every leader will need to have at some point. Training programs like CMOE’s Courageous Conversations workshop or self-help books on the topic are great ways to learn techniques for having these types of conversations. Learning how to have these difficult conversations in a constructive way is crucial to navigating this sensitive area. ![]() ![]() We’ve all heard a story, or two, about a horrible experience/conversation at work. ![]() These conversations can be uncomfortable, awkward, and emotional. Rather than taking an emotional response, participants will learn a four step process to follow whenever a coworker shares feedback with them.Leaders are confronted with difficult situations every day, but one situation that people often struggle with more than most is having a difficult conversation with a team member. Steps to Receiving Feedback: If you are having a courageous conversation with others and giving feedback it is equally as important to be able to receive feedback well when it is presented to you.Participants will learn a proven six step process to follow when facing any challenging conversation. Six Steps to Courageous Conversations: When it comes to courageous conversations, following a process is key.The Radical Candor Model: Participants will explore the four quadrant radical candor model to understand their own tendencies in courageous conversations, and how to have the right balance of care for others and directness to achieve the best results in their courageous conversations.In this training participants will explore this definition and contrast this to the idea of “difficult conversations”. What Is a Courageous Conversation: A courageous conversation is defined as the courage to have a meaningful conversation that leads to progress.This 6-hour training takes place in two 3-hour sessions virtually or one 6-hour session in person.
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