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How To Have Difficult Conversations At Work

Plan out the conversation

Prepar for a difficut conversation in advance: think of what you’re going to say, as well as anticipate how the other person might react

The more prepared you are, the easier it will be to stay even tempered and not get flustered, and therefore deliver a more solid critique.

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IDEA EXTRACTED FROM:

How To Have Difficult Conversations At Work

How To Have Difficult Conversations At Work

https://www.forbes.com/sites/ashiraprossack1/2018/10/28/how-to-have-difficult-conversations-at-work/#139f295e10b7

forbes.com

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Key Ideas

Be direct

When having a difficult conversation, be direct and get to the point quickly.

Difficult conversations become even more difficult when the delivery is complicated.

Most of the time, the person you're talking to knows that a critique is coming, so rather than dancing around the subject, just get to it.

Be specific

The more clarity you can provide, the better the critique will be received during a difficult conversation.

Be honest and thorough with your feedback, and fully clarify why you're having the conversation. Offer as many concrete examples as possible so the person understands you're not just pulling things out of thin air. 

Choose your words

You must outline the critique and the reason you’re having the conversation, but don’t stop there. You’ll also want to talk about the outcome you’d like to see.  

Illustrating what a positive outcome looks like gives the employee something solid to work towards, and helps them understand why they’re being disciplined.

Offer a solution

Clearly explain the reason for the conversation, the specific critique, and then offer suggestions to improve.

Even if the conversation is to fire an employee, you should still offer a suggestion that will help them improve in their next job.

Nothing is worse than delivering a critique and leaving it just at that. 

Manage your emotions

Keep difficult conversations in an even tone and keep it professional. If you get emotional, so will the other person.

When emotions start to take over, remind yourself that the more in control you are of your emotions, the better you'll be able to deliver the message.

Questions serve a double purpose

Asking questions helps the participants to conversations process what’s happened and allows you to clarify and solidify details of the conversation. 

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When having a difficult conversation, be direct and get to the point quickly. 

Difficult conversations become even more difficult when the delivery is complicated.

Most of t...

Be Direct

During a difficult conversation, be quick and direct. This is not the time for feedback techniques, as they will mask the point of the conversation and lessen its impact making it more difficult.

Often, the person knows that a critique is coming, so rather than dancing around the subject, just get to it. It’s better for both parts.

Be Specific

Be honest and thorough with your feedback, give examples and fully clarify why you're having the conversation.

The more clarity you can provide, the better the critique will be received.

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More Positive Than Negative Feedback

High-performing organizations deliver roughly five times as many positive statements (supportive, appreciative, encouraging) as negative ones (critical, disapproving, contradictory). That’s because...

Focus On The Positive Parts

We tend to focus on giving employees critical feedback. But, by focusing on their weaknesses, we only create competence. By focusing on their strengths, we create excellence.

Give equal measures of positive and negative feedback. We usually gloss over the strengths, but focus in great detail on the critical feedback. Add examples and details to your positive feedback.

Emphasize Collaboration

Be objective when you speak about a negative event. Rather than placing blame or evaluating the problematic situation, describe it and its consequences, and suggest acceptable alternatives.

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Research on communication

Research found that only 7 percent of communication comes from the words you use; the rest of what you communicate comes from your voice and tone (38 percent) and your body language (55 percent).

Connecting with people
If you really want to communicate effectively, you need to connect and converse with the people around you—beyond words on a screen.
Embrace small talk

Small talk might not be that meaningful, but it does have a few benefits: it can make you happier and it can boost the brain’s executive functions responsible for everything from attention and focus to time management to organization.

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