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
Are unresolved conflicts affecting team functioning? Would you like to make conflict a source of growth for your team? Would like a road map to get there?
Managing team conflict effectively is the art of fostering trust, resolving conflicts as they arise and facilitating productive communication. Highly functioning teams can debate challenging topics, make tough decisions, and hold each other accountable for results.
Workplace Change and Transition by Catherine AdenleCatherine Adenle
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Dealing with difficult conversations at work Richard Riche
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As a leader of an organisation, department or team, building trust in the workplace is important to the overall success of your department and company. Here’s how you can build this rapport.
First published In 1996, John P. Kotter's Leading Change became a classic outlining an eight-step program for organizational change that was embraced by executives around the world. Then, Kotter and co-author Dan Cohen's The Heart of Change introduced the revolutionary "see-feel-change" approach, which helped executives understand the crucial role of emotion in successful change efforts. The Heart of Change Field Guide written by Dan Cohen and forwarded by John Kotter provides leaders and managers tools, frameworks, and advice for bringing these breakthrough change methods to life within their own organizations.
Are unresolved conflicts affecting team functioning? Would you like to make conflict a source of growth for your team? Would like a road map to get there?
Managing team conflict effectively is the art of fostering trust, resolving conflicts as they arise and facilitating productive communication. Highly functioning teams can debate challenging topics, make tough decisions, and hold each other accountable for results.
Workplace Change and Transition by Catherine AdenleCatherine Adenle
Is your company currently undergoing major changes that will affect you or the staff in your organization? These changes are probably in response to the evolving needs of customers. They are made possible because of the change in economy, telecommunications and digital technology. And you can expect that they will result in significant reorganisation, improvements and profitability--all will result in success that all employees will share in future but navigating the change curve for you and others will be challenging. This presentation will provide tools and resources to help you cope with the change.
Dealing with difficult conversations at work Richard Riche
Difficult conversations can be challenging in the workplace and can lead to conflict if handled poorly. Tips on how to prepare for these conversations, get the right mindset and build an Engaged workforce using Emotional Intelligence and the Neuroscience of the brain.
As a leader of an organisation, department or team, building trust in the workplace is important to the overall success of your department and company. Here’s how you can build this rapport.
First published In 1996, John P. Kotter's Leading Change became a classic outlining an eight-step program for organizational change that was embraced by executives around the world. Then, Kotter and co-author Dan Cohen's The Heart of Change introduced the revolutionary "see-feel-change" approach, which helped executives understand the crucial role of emotion in successful change efforts. The Heart of Change Field Guide written by Dan Cohen and forwarded by John Kotter provides leaders and managers tools, frameworks, and advice for bringing these breakthrough change methods to life within their own organizations.
Team Building Skills Training can be a powerful tool in developing strengths, addressing weaknesses and creating a work environment where people work as a team taking full ownership of their roles.
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
Very often we use the word team work in our organizational context without perhaps fully understanding what we mean by teamwork.
An effective team requires the participation of every member in order to be successful. When one person cannot accomplish a job alone and several individuals must cooperate to fulfill a mission, you need a team. The better the cooperation, communication and coordination among members, the more efficient the team.
Team Building PowerPoint PPT Content Modern SampleAndrew Schwartz
130 slides include: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more.
High Performance Teams: The 4 KPIs of SuccessQELIedu
Investing in your team can help to transform your organisation. This presentation shows how you can create your own High Performing Team.
Visit www.qeli.qld.edu.au for more information.
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
Clay Hutson created this slideshow presentation based on the article he wrote for ClayHutson.net where he gives tips to managers and leaders on how to motivate your team. To read the original article in its entirety, please visit https://clayhutson.net/tips-on-how-to-motivate-your-team/
This slide uses research by Google to explain what makes a successful team and why. It also includes practical steps to take and descriptions of constructive team building with lasting benefits.
Creating trust in teams is key if you want to get them to a high performance state. This talk revolves around the 5 dysfunctions of a team model by Patrick Lencioni and in particular provide tools for you to help build and develop trust in your team.
The Power of Gravitas: Finding Your Executive PresenceHilary Potts
When we don't feel confident and comfortable in a situation, it's hard to perform at our best. Here are ten ways to hone your gravitas skills and show up with the presence to navigate any situation.
ReadySetPresent (Challenging Employees PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Every workplace can be filled with “different and unique” personalities. Knowing how to react and handle these sometimes challenging employees is a critical ability to develop. Challenging Employees PowerPoint Presentation Content slides include topics such as: 20 slides on the 5 different personalities: the bull – the fox – the time bomb - the whiner – and the wall, with their qualities and specific strategies for each, 20 slides with tips for dealing with difficult people, 6 Q&A slides on dealing with different situations, 25 slides on giving and receiving feedback, 9 points on controlling anger, and 9 techniques on increasing employee enthusiasm and more!
The Art of Courageous Conversations Workshop. Experiential workshop looking towards personal development to stay in conversation and create powerful relationships that produce results.
Team Building Skills Training can be a powerful tool in developing strengths, addressing weaknesses and creating a work environment where people work as a team taking full ownership of their roles.
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
Very often we use the word team work in our organizational context without perhaps fully understanding what we mean by teamwork.
An effective team requires the participation of every member in order to be successful. When one person cannot accomplish a job alone and several individuals must cooperate to fulfill a mission, you need a team. The better the cooperation, communication and coordination among members, the more efficient the team.
Team Building PowerPoint PPT Content Modern SampleAndrew Schwartz
130 slides include: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more.
High Performance Teams: The 4 KPIs of SuccessQELIedu
Investing in your team can help to transform your organisation. This presentation shows how you can create your own High Performing Team.
Visit www.qeli.qld.edu.au for more information.
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
Clay Hutson created this slideshow presentation based on the article he wrote for ClayHutson.net where he gives tips to managers and leaders on how to motivate your team. To read the original article in its entirety, please visit https://clayhutson.net/tips-on-how-to-motivate-your-team/
This slide uses research by Google to explain what makes a successful team and why. It also includes practical steps to take and descriptions of constructive team building with lasting benefits.
Creating trust in teams is key if you want to get them to a high performance state. This talk revolves around the 5 dysfunctions of a team model by Patrick Lencioni and in particular provide tools for you to help build and develop trust in your team.
The Power of Gravitas: Finding Your Executive PresenceHilary Potts
When we don't feel confident and comfortable in a situation, it's hard to perform at our best. Here are ten ways to hone your gravitas skills and show up with the presence to navigate any situation.
ReadySetPresent (Challenging Employees PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Every workplace can be filled with “different and unique” personalities. Knowing how to react and handle these sometimes challenging employees is a critical ability to develop. Challenging Employees PowerPoint Presentation Content slides include topics such as: 20 slides on the 5 different personalities: the bull – the fox – the time bomb - the whiner – and the wall, with their qualities and specific strategies for each, 20 slides with tips for dealing with difficult people, 6 Q&A slides on dealing with different situations, 25 slides on giving and receiving feedback, 9 points on controlling anger, and 9 techniques on increasing employee enthusiasm and more!
The Art of Courageous Conversations Workshop. Experiential workshop looking towards personal development to stay in conversation and create powerful relationships that produce results.
Conversations about conflict provide parties with the opportunity to examine their own actions and
reactions. This process of reexamination inevitably evokes people’s natural defensive mechanisms.
Defensiveness prevents people from learning and blocks the potential for transformation to occur. This
workshop will look at the internal and external causes of defensiveness, as well as ways that mediators can
intentionally work with this natural phenomena.
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Employees want to receive feedback, but the way that managers interpret this widely varies. This slideshare helps define a feedback process that drives organizational success and allows for real change.
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Legacy Marketing Partner's General Manager spoke at the 2012 Event Marketer Event Tech Conference. He presented the Legacy approach for connecting social, digital and live experiences within agency campaigns.
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Contact me:
migle@miglearuniene.com
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In this presentation you will learn:
> 10 Reasons Why Teams Fail
> 10 Ways to Improve Teamwork
> 9 Team Development Building Blocks
> 14 Success Factors for a Team Turnaround
> 3 Simple Exercises to Use Today with Your Teams
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on the principals in Patrick Lencioni’s book, The Advantage, Warren will teach
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and how to face the hard decisions that must be made when a talented and loyal
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Intro to Courageous Conversations - Creating Powerful Conversations to Achieve Maximum Results
1. Intro to Courageous Conversations
Creating Powerful Conversations
to Achieve Maximum Results
Diane Boivie, CPCC, ORSCC
President, Catalyst Coaching & Training
www.catalyst-gobal.com | 415-883-1399 | diane@catalyst-global.com
2. In This Presentation
Foundational Components
Business Costs of Avoidance
Diagnose Current Level of Comfort &
Skill
Exercises to Use with Your Teams
Copyright, Diane Boivie, 2012 2
4. What are Courageous
Conversations?
A Courageous Conversation is a discussion
between two or more people where
The stakes are high
Opinions differ
Strong emotions are present
Copyright, Diane Boivie, 2012 4
5. Foundations of Successful
Courageous Conversations
Team perspective: “We” not “Me vs.
You”
Awareness of own & other’s default
approach to confrontation
3 Requirements
4 Cornerstones
5 Skill Sets
Copyright, Diane Boivie, 2012 5
6. What is Teamwork?
Teamwork is the ability of
interdependent individuals to
collaboratively work
as a system
toward a common purpose
to achieve results.
Copyright, Diane Boivie, 2012 6
9. 10 Reasons Why Teams Fail
1. Disempowering leadership
2. Inadequate resources
3. Fuzzy or constantly changing goals
4. Lack of accountability
5. Poor alignment
6. Eroded trust and respect
7. Inconsistent communication
8. Ineffective relationship skills
9. Destructive interactions
10. No resilience; unable to maintain optimism in the face
of all of the above
Copyright, Diane Boivie, 2012 9
10. Communication Failure
Points
1. Disempowering leadership
2. Inadequate resources
3. Fuzzy or constantly changing goals
4. Lack of accountability
5. Poor alignment
6. Eroded trust and respect
7. Inconsistent communication
8. Ineffective relationship skills
9. Destructive interactions
10. No resilience; unable to maintain optimism in the face
of all of the above
Copyright, Diane Boivie, 2012 10
11. Communication Failure
Points
1. Disempowering leadership
2. Inadequate resources
3. Fuzzy or constantly changing goals
4. Lack of accountability
5. Poor alignment
6. Eroded trust and respect
7. Inconsistent communication
8. Ineffective relationship skills
9. Destructive interactions
10. No resilience; unable to maintain optimism in the face
of all of the above
Copyright, Diane Boivie, 2012 11
Courageous Conversations
12. Impact of
Destructive 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 rudeness
Copyright, Diane Boivie, 2012 12
13. Impact of Rudeness
A study on rudeness at work found that among those
on 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 declined
Source: Harvard Business Review, April 2009
Copyright, Diane Boivie, 2012 13
14. Business Case for
Courageous Conversations
99% prefer a workplace in which people identify and discuss
issues truthfully.
44% believe their organization has a candid environment.
70% believe a lack of candor within their organization
impacts the company’s ability to perform optimally.
95% agree or strongly agree a successful company has a
culture of effective confrontation.
37% feel their organization has an overall culture of “terminal
niceness” and avoiding confrontation.
Survey, Fierce, Inc. February 2011
Copyright, Diane Boivie, 2012 14
15. Personal Business Costs
of Avoidance
Exercise:
Identify an area or topic where a courageous
conversation is important to your success.
Why is it important?
What is the biggest obstacle in the way of you
having 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. Nice – Courageous – Fierce
We approach Courageous Conversations somewhere along the
continuum 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 a
fuss.
I was kinda hoping that it wouldn’t come to this, but I guess I should speak up before
it 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 hear
from you.
I know it’s going to hurt, but I don’t know how else to tell you this and you really
ought 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. Nice – Courageous – Fierce
Exercise
1. Remember the area or topic you identified earlier of a
courageous 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 Needs
balanced 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 a
scale of 0 to 10?
Copyright, Diane Boivie, 2012 17
18. Nice – Courageous – Fierce
Exercise
Debrief:
What did you notice?
Why is this important?
How can you use this?
Copyright, Diane Boivie, 2012 18
19. 3 Requirements
for Courageous Conversations
1. Care enough to put in the effort
2. Have faith enough that your efforts will pay off
3. Trust yourself and each other
Copyright, Diane Boivie, 2012 19
21. 5 Skills Sets
for Courageous Conversations
1. Come from a “We” perspective
2. Refocus the brain
3. 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 front
5. Create shared forward action
Copyright, Diane Boivie, 2012 21
22. Our Results
Catalyst Coaching & Training’s
results:
20% average increase in a
team’s ability to produce
83% fewer errors
20% increase in customer
satisfaction
Increased sales
Copyright, Diane Boivie, 2012 22
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 - Fierce
Copyright, Diane Boivie, 2012 23
24. About Catalyst
Coaching & Training
Catalyst Coaching & Training was founded specifically
to assist leaders in creating business cultures in which
people feel valued & empowered to accomplish the
goals of the organization -- resulting in a high
performance workplace.
Our mission is to partner with business leaders to
create business cultures which thrive; identifying &
removing barriers that exist between where they are
now & where they want to be.
Copyright, Diane Boivie, 2012 24
25. About Diane Boivie
CPCC, ORSCC
Diane has over 30 years’ experience working in
corporations and has been a consultant, coach, trainer, and
facilitator for more than 10 years. A former corporate
transformation project and program manager, she
specializes in dynamic, practical, experiential team-based
training & coaching, leadership development training, and
communications training. Diane helps leverage the power
of shared leadership embedded in teams, increasing team
dynamics, so that they can become more empowered,
collaborative and inspired to deliver outstanding results.
Copyright, Diane Boivie, 2012 25
www.catalyst-global.com 415-883-1399 diane@catalyst-global.com