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HOW TO MASTER DIFFICULT
CONVERSATIONS AT WORK
As a leader,
think about
your overall
role and
responsibilities.
What do you
think is your
hardest task?
What are you
most reluctant
to do?
What do you
think is the most
challenging
situation when
it comes to your
team members?
For us it’s
having difficult
conversations
with employees.
And although
confronting
someone about
their performance
or behavior is not
a piece of cake...
Handling these
conversations
well is a crucial
part of helping
your employees
and company
grow.
So, where do you start?
We propose this acronym:
G R O W
for
goalsG
Start every difficult conversation by
stating its purpose.
Reassure your
employee that
they are not
losing their job
and that you
are genuinely
there to help
them improve.
“Hi Chris, I’ve called for this meeting to work
out some ways that we can improve the way
you have been communicating with...
“Hi Chris, something has come to my
attention lately - your teammates have been
complaining that you have been
uncooperati...
for
reality
State the facts about person’s behavior
or performance.
R
Be truthful without
demeaning the
person or
personalizing
the feedback.
Give a general
area that can be
improved with
spec...
Say something like:
“You can work on the quality of your code -
this recent project had 14 peer reviews and
comments menti...
Be specific about
their shortcomings
and set expectations
for improvement.
O
for
options
Lay out a few options for the person to
improve.
Think of a
few different
ways that a
person can
improve their
performance
or behavior.
Focusing on and
discussing possible
solutions rather
than a problem is
key here!
for
willingnessW
Ask the person what they would do and give
them time to respond.
This is the most
important part!
Ask the person
what would he
or she would be
willing to do.
Let them think -
don’t force a
decision.
Then, ask yourself:
Where is their willingness coming from?
Is it sincere or out of fear?
Next, follow up
with the agreement.
Don’t leave things
hanging.
Practice these
steps when having
your difficult work
conversations.
Also, keep
these things in
mind when the
time comes:
Don’t be afraid to
tell the truth!
courage
Think about
your fears
about this
difficult
situation.
Move past
them and be
courageous!
it's possible to speak
the truth while still
considering the other
person’s feelings.
care
Look at every
individual’s past
and characteristics,
their weaknesses
and strengths, what
is happening outside
of work, an...
Learn to forgive
yourself.
forgive
We may not
always make
the right decision,
even if it is the
best decision.
Take this path
of loving leadership.
Lead by caring for others
while continuing to make
the right decisions for
the company’s success.
It takes more time and e...
Let us know what are your
tips for having challenging
conversations at work!
Read the full article here:
https://piktochar...
How to Master Difficult Conversations at Work – Leader’s Guide
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How to Master Difficult Conversations at Work – Leader’s Guide

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Confrontation and having difficult conversations with employees is one of the hardest jobs of a leader. Learn how to approach them using the GROW acronym:

G is for Goals
Start every difficult conversation by stating its purpose

R is for Reality
State the reality of how the person is performing or how he or she is behaving.

O is for Options
Lay out a few options to help this person improve.

W is for Willingness
Ask this person what they would do and give them time to respond

Here's the full article about it: https://piktochart.com/blog/master-difficult-conversations

Let us know how you approach difficult conversations!

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How to Master Difficult Conversations at Work – Leader’s Guide

  1. 1. HOW TO MASTER DIFFICULT CONVERSATIONS AT WORK
  2. 2. As a leader, think about your overall role and responsibilities.
  3. 3. What do you think is your hardest task? What are you most reluctant to do?
  4. 4. What do you think is the most challenging situation when it comes to your team members?
  5. 5. For us it’s having difficult conversations with employees.
  6. 6. And although confronting someone about their performance or behavior is not a piece of cake...
  7. 7. Handling these conversations well is a crucial part of helping your employees and company grow.
  8. 8. So, where do you start? We propose this acronym: G R O W
  9. 9. for goalsG Start every difficult conversation by stating its purpose.
  10. 10. Reassure your employee that they are not losing their job and that you are genuinely there to help them improve.
  11. 11. “Hi Chris, I’ve called for this meeting to work out some ways that we can improve the way you have been communicating with others. This is important as we are a team that emphasizes collaboration. I am here to help you get there.” What to say:
  12. 12. “Hi Chris, something has come to my attention lately - your teammates have been complaining that you have been uncooperative.” What not to say:
  13. 13. for reality State the facts about person’s behavior or performance. R
  14. 14. Be truthful without demeaning the person or personalizing the feedback. Give a general area that can be improved with specific examples.
  15. 15. Say something like: “You can work on the quality of your code - this recent project had 14 peer reviews and comments mentioned that the code lacked documentation and was buggy.”
  16. 16. Be specific about their shortcomings and set expectations for improvement.
  17. 17. O for options Lay out a few options for the person to improve.
  18. 18. Think of a few different ways that a person can improve their performance or behavior.
  19. 19. Focusing on and discussing possible solutions rather than a problem is key here!
  20. 20. for willingnessW Ask the person what they would do and give them time to respond.
  21. 21. This is the most important part!
  22. 22. Ask the person what would he or she would be willing to do. Let them think - don’t force a decision.
  23. 23. Then, ask yourself: Where is their willingness coming from? Is it sincere or out of fear?
  24. 24. Next, follow up with the agreement. Don’t leave things hanging.
  25. 25. Practice these steps when having your difficult work conversations. Also, keep these things in mind when the time comes:
  26. 26. Don’t be afraid to tell the truth! courage
  27. 27. Think about your fears about this difficult situation. Move past them and be courageous!
  28. 28. it's possible to speak the truth while still considering the other person’s feelings. care
  29. 29. Look at every individual’s past and characteristics, their weaknesses and strengths, what is happening outside of work, and accept them for who they are.
  30. 30. Learn to forgive yourself. forgive
  31. 31. We may not always make the right decision, even if it is the best decision.
  32. 32. Take this path of loving leadership.
  33. 33. Lead by caring for others while continuing to make the right decisions for the company’s success. It takes more time and effort, but this journey will be worth it.
  34. 34. Let us know what are your tips for having challenging conversations at work! Read the full article here: https://piktochart.com/blog/mas- ter-difficult-conversations
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Confrontation and having difficult conversations with employees is one of the hardest jobs of a leader. Learn how to approach them using the GROW acronym: G is for Goals Start every difficult conversation by stating its purpose R is for Reality State the reality of how the person is performing or how he or she is behaving. O is for Options Lay out a few options to help this person improve. W is for Willingness Ask this person what they would do and give them time to respond Here's the full article about it: https://piktochart.com/blog/master-difficult-conversations Let us know how you approach difficult conversations!

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