4 Step Difficult Conversations Process
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- เผยแพร่เมื่อ 5 พ.ย. 2014
- Difficult conversations don't have to be so difficult. In this video Executive Coach Myron shows you:
-A simple 4 Step Process to plan and conduct difficult conversations with direct reports, peers and/or your boss
-How to avoid interpersonal conflict that can cause resent, insubordination and/or mistrust
-How to have a difficult conversation in a way that yields positive outcomes for all involved
-How to get this right, build rapport with others and be recognized as a someone who can manage their emotional state, focus on results and lead others forward in a positive manner
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Yes just yes. I used this. And it worked.
Very organized and strategic way of resolving issues in a team. Thank you for sharing.
Simple yet very effective. Thanks!
Thank you! I just did it today and it works
Simple, basic and effective. Great video... Thanks for taking the time to share these insights.
Excellent video! I feel so much better going forward with addressing an employee now. Thank you for making an awkward and difficult task more natural and easier!
Amazing video, very clear, concise, and strategic approach to the "tough conversation".
Very good idea and very well presented! I'm gonna try this.
Great video for mastering difficult conversations. With this instrumental video I better master those difficult conversations, overcome resistance, and actually be that better leader in the workplace.
*1) Summary: How to conduct difficult conversations with your subordinate?*
1.1) Clarify why you're having this conversation only with facts (not opinions).
1.2) Why is this conversation personally important to *you.*
1.3) Ask: What are *you* going to do about it? (There has to be accountability. Accountability not as a negative consequence perse, but as a loss of opportunity to get results.)
1.4) Ask: How can I help you to achieve the result in step 3.
*2) Summary: How to conduct difficult conversations with your peer or manager?*
2.1) Same as 1.1.
2.2) Why is this conversation personally important to *us.*
2.3) Ask: What are *we* going to do about it? (There has to be accountability. Accountability not as a negative consequence perse, but as a loss of opportunity to get results.)
2.4) Ask: How can I help to achieve the result in step 3 for *us.*
Thanks!
Helped me a lot, learned lots of things I didn't know. Thanks.
The Pygmalion Effect
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Excellent... mind blowing yet simple
The Pygmalion Effect
th-cam.com/video/vc9Twk2d4gE/w-d-xo.html
There are some great points here. I wonder if asking a valued employee the question what are you going to do about it might come off as intimidating?
I thought the same. I guess it depends on the the level of responsibility expected of that person's post or grade.
What's the effective alternative?
Was just thinking the same thing. Accountability looks much different in 2023.
This is too difficult, I'm feeling emotional but I can't yell.
Vert interesting approach 👍
Great piece!Bang on target.
The Pygmalion Effect
th-cam.com/video/vc9Twk2d4gE/w-d-xo.html
If your conversation turned difficult, stop, and start again. Repeat until you think it's worth the time. Then jot down key strengths and failures. Move on to next task.
Outstanding
Would like to ask what if they reponded why asking them "what we can do about it" that I am supposed to give them the things they should have to do
Excuse me, but a great leader knows the details of the projects and can help the team with what they are going to do “about it”. I make it a point to know the context as much as possible, context is everything. If not, you’re leading blindly.
help them, yes. Spoon feed them ... why are they employed?
He is absolutely right...
What if they say .... I dont know what we can about it, you tell me ?
The Pygmalion Effect
th-cam.com/video/vc9Twk2d4gE/w-d-xo.html
- We need to let you go. What are you going to do about it? :O
It's serious, it's Dwaynes fault, and the consequence is severe. Yahwae please assist a helpless servant.
Old school and horrible
What's new school and nice?
"Hello everyone"? Who's everyone? I'm just me here by myself in front of the computer. You're not addressing a crowd, just one viewer at a time, usually. "Hello" does it.
But what did you think of his ideas???
Not an effective solution. This is a kind of leader that just wants output without realizing they are asking for an unreasonable one! Fire this kind of boss!
Narcissist 101, not leadership