DIFFICULT CONVERSATIONS - Overview
Difficult Conversations
High performance demands difficult conversations.
Whenever human beings work together to achieve challenging goals, the need for difficult conversations is inevitable. Avoidance or botched attempts waste precious time and energy and dampen team dynamism. The costs mount: poor decisions, lack of creativity, HR time, leadership time, morale, well-being, retention.
We address five key areas of difficult conversations in our modular Difficult Conversations programme:
Productive Conflict:
High stakes, emotional conversations. Differing points of view, held with passion and conviction. Each side feeling, they are in the right, justified.Cultural Awareness:
Learn how to adjust for cultural behavioural factors and support cultural sensitivity for better connection in your organisation.Assertiveness vs Aggression:
This can be a confusing area – how to assert our point of view, our concerns, boundaries, feedback in a way that is valid, respectful and assertive without being or being perceived as aggressive.Delivering and receiving feedback:
How to deliver feedback well, so the other person understands and can act on that feedback. Develop the skills and confidence to fuel a feedback culture in your organisation.Personality difference:
We all find it easier to work with some people than others. By understanding personality styles, our own and others, teams can get beyond personality, cease taking difference personally, and find a way to bridge differences to greater collaboration, better decisions and relationships.
In each module, participants learn repeatable models and role play with our business role play actors in realistic bespoke scenarios. In this way, participants leave with both skills and confidence. With a work culture of having effective difficult conversations, decisions are better, creativity rises, time and energy are saved.
