Intro to Courageous Conversations - Creating Powerful Conversations to Achieve Maximum Results

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In this presentation you will learn:
> Foundational Components of Courageous Conversations
> Business Costs of Avoidance
> Diagnose Current Level of Comfort & Skill
> Exercises to Use with Your Teams

Published in: Business, Education

Intro to Courageous Conversations - Creating Powerful Conversations to Achieve Maximum Results

  1. 1. Intro to Courageous ConversationsCreating Powerful Conversationsto Achieve Maximum ResultsDiane Boivie, CPCC, ORSCCPresident, Catalyst Coaching & Trainingwww.catalyst-gobal.com | 415-883-1399 | diane@catalyst-global.com
  2. 2. In This Presentation Foundational Components Business Costs of Avoidance Diagnose Current Level of Comfort &Skill Exercises to Use with Your TeamsCopyright, Diane Boivie, 2012 2
  3. 3. Increasing OrganizationalCapabilitiesCopyright, Diane Boivie, 2012 3HighPerformanceWorkplaceEngagedEmployeesTransforma-tionalLeadersHighPerformingTeamsLearningOrganizationInnovativeSolutions
  4. 4. What are CourageousConversations? A Courageous Conversation is a discussionbetween two or more people where The stakes are high Opinions differ Strong emotions are presentCopyright, Diane Boivie, 2012 4
  5. 5. Foundations of SuccessfulCourageous Conversations Team perspective: “We” not “Me vs.You” Awareness of own & other’s defaultapproach to confrontation 3 Requirements 4 Cornerstones 5 Skill SetsCopyright, Diane Boivie, 2012 5
  6. 6. What is Teamwork?Teamwork is the ability ofinterdependent individuals tocollaboratively workas a systemtoward a common purposeto achieve results.Copyright, Diane Boivie, 2012 6
  7. 7. Success Factors:How to Improve Teamwork 7 Productivity Success Factors: Team Leadership Resources Decision Making Proactive Accountability Goals & Strategies Alignment7Graphics and text description of the Team Diagnostic model and method © 2011 Team Coaching International used with permission.
  8. 8. Success Factors:How to Really Improve Teamwork 7 Positivity Success Factors: Trust Respect Camaraderie Communication Constructive Interaction Values Diversity Optimism8Graphics and text description of the Team Diagnostic model and method © 2011 Team Coaching International used with permission.
  9. 9. 10 Reasons Why Teams Fail1. Disempowering leadership2. Inadequate resources3. Fuzzy or constantly changing goals4. Lack of accountability5. Poor alignment6. Eroded trust and respect7. Inconsistent communication8. Ineffective relationship skills9. Destructive interactions10. No resilience; unable to maintain optimism in the faceof all of the aboveCopyright, Diane Boivie, 2012 9
  10. 10. Communication FailurePoints1. Disempowering leadership2. Inadequate resources3. Fuzzy or constantly changing goals4. Lack of accountability5. Poor alignment6. Eroded trust and respect7. Inconsistent communication8. Ineffective relationship skills9. Destructive interactions10. No resilience; unable to maintain optimism in the faceof all of the aboveCopyright, Diane Boivie, 2012 10
  11. 11. Communication FailurePoints1. Disempowering leadership2. Inadequate resources3. Fuzzy or constantly changing goals4. Lack of accountability5. Poor alignment6. Eroded trust and respect7. Inconsistent communication8. Ineffective relationship skills9. Destructive interactions10. No resilience; unable to maintain optimism in the faceof all of the aboveCopyright, Diane Boivie, 2012 11Courageous Conversations
  12. 12. Impact ofDestructive Interactions Destructive interactions result in: Fatigue and stress Misunderstanding Non-productive activity Apparent irrationality Criticism or blame Defensiveness Contempt or sarcasm Stonewalling or shutting down Incivility or rudenessCopyright, Diane Boivie, 2012 12
  13. 13. Impact of Rudeness A study on rudeness at work found that among thoseon the receiving end: 48% decreased their work effort 47% decreased their time at work 38% decreased their work quality 66% said their performance declined 80% lost work time worrying about the incident 63% lost time avoiding the offender 78% said their commitment to the organization declinedSource: Harvard Business Review, April 2009Copyright, Diane Boivie, 2012 13
  14. 14. Business Case forCourageous Conversations 99% prefer a workplace in which people identify and discussissues truthfully. 44% believe their organization has a candid environment. 70% believe a lack of candor within their organizationimpacts the company’s ability to perform optimally. 95% agree or strongly agree a successful company has aculture of effective confrontation. 37% feel their organization has an overall culture of “terminalniceness” and avoiding confrontation.Survey, Fierce, Inc. February 2011Copyright, Diane Boivie, 2012 14
  15. 15. Personal Business Costsof AvoidanceExercise: Identify an area or topic where a courageousconversation is important to your success. Why is it important? What is the biggest obstacle in the way of youhaving this conversation? What is it costing you? Examples: decreased productivity, increased conflict,missed opportunities, failed projects, sleepless nights. What would you gain by having this conversation?Copyright, Diane Boivie, 2012 15
  16. 16. Nice – Courageous – Fierce We approach Courageous Conversations somewhere along thecontinuum of Nice to Courageous to Fierce Typical Messages from Nice to Courageous to Fierce: What’s wrong here? Can’t we all just get along? It’s really not that big a deal. I should just let it go. There’s no need to make afuss. I was kinda hoping that it wouldn’t come to this, but I guess I should speak up beforeit gets too late. May I be totally honest with you? Thanks for sharing your perspective. May I share mine with you now? Let me start by telling you where I’m coming from on this and then I want to hearfrom you. I know it’s going to hurt, but I don’t know how else to tell you this and you reallyought to know. Okay, I’m going to have to be brutally honest here with you. Hey, I’m just saying what’s true. If you can’t handle it, that’s your problem!Copyright, Diane Boivie, 2012 16
  17. 17. Nice – Courageous – FierceExercise1. Remember the area or topic you identified earlier of acourageous conversation which is important to your success.2. Place yourself along the continuum -- your default approach.Be honest. Nice – Protect People (from the Pain of Truth) Courageous – Balance of Compassion and Courage (People Needsbalanced with Truth) Fierce – Assert Truth (regardless of impact on People)3. Now move yourself to where you like to be.4. What’s your comfort level and skill in getting there, on ascale of 0 to 10?Copyright, Diane Boivie, 2012 17
  18. 18. Nice – Courageous – FierceExercise Debrief: What did you notice? Why is this important? How can you use this?Copyright, Diane Boivie, 2012 18
  19. 19. 3 Requirementsfor Courageous Conversations1. Care enough to put in the effort2. Have faith enough that your efforts will pay off3. Trust yourself and each otherCopyright, Diane Boivie, 2012 19
  20. 20. 4 Cornerstonesof Courageous ConversationsCopyright, Diane Boivie, 2012 20
  21. 21. 5 Skills Setsfor Courageous Conversations1. Come from a “We” perspective2. Refocus the brain3. Overcome barriers to listening under stress Emotional responses (Fear, anger, hurt, guilt, etc.) Mental responses (Assumptions, judgments, accusations,criticism/blame, etc.)4. Create win-win solutions Conversation startup approaches Find shared common ground Problem out front5. Create shared forward actionCopyright, Diane Boivie, 2012 21
  22. 22. Our Results Catalyst Coaching & Training’sresults: 20% average increase in ateam’s ability to produce 83% fewer errors 20% increase in customersatisfaction Increased salesCopyright, Diane Boivie, 2012 22
  23. 23. Summary Foundational Components 3 Requirements 4 Cornerstones 5 Skill Sets Business Costs of Avoidance Diagnose Current Level of Comfort & Skill Exercises to Use with Your Teams Personal Business Costs of Avoidance Nice – Courageous - FierceCopyright, Diane Boivie, 2012 23
  24. 24. About CatalystCoaching & TrainingCatalyst Coaching & Training was founded specificallyto assist leaders in creating business cultures in whichpeople feel valued & empowered to accomplish thegoals of the organization -- resulting in a highperformance workplace.Our mission is to partner with business leaders tocreate business cultures which thrive; identifying &removing barriers that exist between where they arenow & where they want to be.Copyright, Diane Boivie, 2012 24
  25. 25. About Diane BoivieCPCC, ORSCCDiane has over 30 years’ experience working incorporations and has been a consultant, coach, trainer, andfacilitator for more than 10 years. A former corporatetransformation project and program manager, shespecializes in dynamic, practical, experiential team-basedtraining & coaching, leadership development training, andcommunications training. Diane helps leverage the powerof shared leadership embedded in teams, increasing teamdynamics, so that they can become more empowered,collaborative and inspired to deliver outstanding results.Copyright, Diane Boivie, 2012 25www.catalyst-global.com 415-883-1399 diane@catalyst-global.com

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