Staff Development Courses
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OD - Organizational Development module |
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Managing Difficult Conversations |
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| Duration: | 0.5 days |
| Target population: | Managers with a supervisory role |
| Prerequisite: | Coaching for Performance |
| Cost: | $0 |
| Course objectives: | |
| N.B. Coaching for Performance is a pre-requisite to this course Occasionally, we are all confronted with challenging situations that warrant engaging in a tough conversation with an employee or colleague. Situations might involve providing difficult feedback on performance, exploring a sensitive issue around attitude or behavior, or delivering bad news. It is normal to feel resitant and to want to avoid the dialogue. We shy away from emotionally charged situations that might lead to escalation, whether involving anger or other intense expressions of pain and discomfort. Our concerns may include our own reactions, those of the employee or those of third parties in the workplace. It is important to build the managerial courage and skill needed to tackle these difficult conversations. While situations with employees are the main focus, these skills are transferable to other important life situations as well. In this workshop, participants will: * Explore types of difficult situations that face them with employees and colleagues; * Identify their typical internal and external responses to these challenges; * Learn how to recognize and manage their own triggers; * Recognize signs of stress in the employee, and minimize the chances of escalation; * Improve interpersonal communication skills through modeling, practice and feedback; * Learn how to prepare for, manage and follow-up on difficult conversations; * Increase their commitment to engaging in difficult conversations with employees and promoting a culture, in their unit, where constructive and authentic conversations are the norm. |
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| Prerequisite | |
| In times of change, coaching skills are more vital than ever to maintain employee engagement, productivity and accountability. This workshop will assist you in coaching your employees to develop their technical and behavioral competencies and maximize their contribution. This workshop is both a complement to the Performance Dialogue workshop and a “stand alone”, as you strive to promote a positive culture of performance in your area with all groups of employees. In this one-day workshop, participants will: • Explore their preferred leadership style and its implications on coaching strategies; • Explore different types of coaching and when to use them with your employee(s) (e.g. for performance and improvement) • Learn to recognize the difference between leadership and supervision, and the role each has on employee performance; • Learn how to prepare a coaching conversation aligned with performance dialogue processes; • Practice the fundamentals of effective coaching behaviors using concrete scenarios (e.g. maintaining appropriate boundaries, coaching questions and effective responses/reflections, dealing with real issues while avoiding escalation, etc.). | |
Calendar
| Module | Course | Duration | Start Date | Registration |
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| OD | Managing Difficult Conversations | 0.5 day | May 31, 2013 | Please sign in to register |
| Maximum Number of Participants | 15 | |||
| Time | F: 900-1200 | |||
| Comment | *** PRE-REQUISITE - please note that participants must complete the Coaching for Performance workshop before taking this course*** | |||
| Prerequisites | ||||
| Coaching for Performance | ||||
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