![]() You might feel more at risk with them because they convey the power in the relationship. ![]() Tough conversations with a leader or a client are put off even more often. If someone is not your direct report, the power may rely on their leader, not on you. Be aware of who has the power, and recognize the environment you are in. If you need to have a tough conversation with a direct report, a colleague or an employee within your organization, consider what you want for them, not what you want the outcome to be for you. Remember the core concerns listed above.Īs business leaders, you may face tough conversations regularly with specific groups of people. " "Tell me more …" "What’s important about …” You must also recognize when your own safety or the other party’s safety is at risk. Open up the discussion by choosing your words carefully and with empathy, seeking to understand the other person: “Help me understand. You might need to have a series of conversations instead of trying to push for a result in a single discussion. Sometimes, it shows us that it’s OK to walk away from the conversation when we need to, to take some space so we can pick it up again later. Emotions inform us during conversations about what is and isn't OK. If tears come up, don’t pretend that they are not there. A great leader listens not just for content, but also for emotions.īe ready to handle the emotions that arise. However, in tough conversations, emotions will inevitably play a role. Some people say that emotions have no part in business. Knowing the answers to these questions should help you get in the right frame of mind for this talk. Are you giving feedback or sharing a decision? Sometimes, we call it feedback when it’s really not.Īlso, is it an influencing conversation where you want a specific decision from the other person, and you might be disappointed if they don’t agree? Sometimes you just don’t come to an agreement, but you must find a solution and move the conversation forward in some way. ![]() Lastly, be clear on the type of conversation that you are about to have. If a conversation must happen, give the other person the timeframe and ask them to come see you when they are ready. By asking for permission, the other person may feel that their core concerns are acknowledged. These five concerns ensure that the other party feels safe in a tough conversation.
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