Courageous Conversations
Customizable in length and duration
OVERVIEW
Do members of your team struggle with inconsistent performance, broken commitments, and unmet expectations? When leaders notice performance problems like inconsistent follow-up, poor attention to detail, and missed deadlines, they are often hesitant to address these challenges head on.
The lag time between identifying and discussing problems is often due to a lack of assertiveness skills, fears around being conflict-avoidant or unsympathetic, and being perceived as a micromanager.
Even when leaders do address the perceived problems head on, they often have repeat conversations because they solve the wrong problem, tap-dance around the real issues, and struggle to motivate a team member to behave differently.
Our eight-part Courageous Conversations program teaches leaders to develop essential dialogue and influence skills to proactively hold difficult performance conversations and close the gap between actual and expected behaviors.
Modules:
- Master Your Mindset
- Practice Assertiveness
- Get to the Root Cause
- Manage Emotions
- Create Psychological Safety
- Lead with Empathy
- Execute the Conversation
- Make It Stick
- Create a culture of trust and open dialogue
- Know the right questions to get to the root cause(s) of the actual problem
- Respond to deflections and excuses
- Facilitate a conversation that creates cooperation and doesn’t force compliance
- Understand what motivates people to change beyond consequences and rewards
- Prepare for difficult conversations
- Diffuse heightened emotions and build empathy and rapport
- Learn the success template for psychological safety
- Practice a four-part template for giving feedback
- Solve the root cause problem and avoid repeated conversations
- Employ a Plan B strategy when people have setbacks or lapses in behavior
- Practice assertiveness to hold anyone accountable regardless of power, position, or temperament
- Eliminate silos between departments and help employees resolve conflicts with peers and supervisors
- Reduce grievances that previously clogged your HR and administrative system
- Turn each accountability discussion into a course of action that leads to results
- Listening to reply instead of to understand
- Going into solution mode too quickly
- Offering help without understanding the root cause of the problem
- Seeking compliance instead of cooperation
- Not understanding if team members are truly motivated to change their behavior
- Asking Questions
- Listening to Understand
- Negotiation
- Conflict Resolution
- Tone and Word Choice