Learn more about teamwork with this collection
The balance between personal and professional effectiveness
Proactivity versus reactivity
The importance of defining your path in life
Every meeting should be aimed at achieving someone’s goals; that person is the one responsible for the meeting and decides what they want to get out of it and how they will do so.
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Conversations that fail to reach completion are a waste of time.
When there is an exchange of ideas, it is important to end it by stating the conclusions. If there is agreement, say it; if not, say that. When further action has been decided, get those tasks on a to-do list, assign p...
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Make clear what type of communication you are going to have in light of the objectives and priorities.
If your goal is to have people with different opinions work through their differences (i.e., open-minded debate), you’ll run your meeting differently than if its goal is to educate.
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It establishes that you have to give someone 2 uninterrupted minutes to explain their thinking, before jumping in with your own.
This ensures everyone has time to communicate their thoughts without worrying they will be misunderstood or drowned out by a louder voice.
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It is up to the meeting leader to balance conflicting perspectives, push through impasses and decide how to spend time wisely.
If you’re running the conversation, you should be weighing the potential cost in the time that it takes to explore opinions of inexperienced employees versus...
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People’s emotions tend to heat up when there is a disagreement. Remain calm and analytical at all times; it is more difficult to shut down a logical exchange rather than an emotional one.
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Often, groups will make a decision to do something without assigning personal responsibilities, so it is not clear who is supposed to follow up by doing what.
Be clear in assigning personal responsibilities.
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Topic slip is random drifting from topic to topic without achieving completion on any of them.
One way to avoid is by tracking the conversation on a whiteboard so that everyone can see where you are.
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They things faster than they can be assessed, as a way of pushing their agenda past other people’s examination or objections.
If you’re feeling pressured, say something like, “I’m going to need to slow you down so I can make sense of what you’re saying.” Then, ask your questions.
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CURATED FROM
"With great power comes great responsibility". We all know who said that, but it's so true.
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A one-on-one meeting with an employee should:
One-on-one meetings open up a Pandora's box of valuable information and benefit everyone.
We can dislike someone without even knowing why, and then look for evidence to make ourselves right. This is known as confirmation or myside bias.
But the most successful and happy people find healthy ways to work with personalities they wouldn’t otherwise choose to ha...
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