Whether formal (as part of your supervisory responsibilities) or informal (because you crossed paths in the hall), one-on-one conversations offer an important opportunity to develop yourself and others.
To address unintentional bias, we need to foster intentional behaviors that create change. Here are strategies, informed by clinical psychology, that both men and women can put it into practice every day to create a more equal working environment.
Imagine, at the end of a day of training, knowing you were impactful, the attendees had new actions to take, and they left with the confidence they could take those actions. That is the definition of a satisfied trainer.
The traditional performance management process is no longer a fit when it comes to ensuring people receive regular feedback and have the tools they need to be in the driver’s seat in their careers.
Many people have difficulty handling emotionally charged discussions and conflict, managing emotions, and communicating authentically. The inability to deal effectively with high-stakes conversations also costs organizations an enormous amount of time and
No one has perfect communication skills; some just keep trying, while others stay the same in their place of comfort over courage. Be the person who tries! Here are some tips to use as a leader for some of the more challenging types of conversations.
As you scan the horizon of failed corporate change efforts, occasionally, you find an organization that successfully implemented a massive and permanent shift in behavior. Is the difference dumb luck, or can we learn from the best?
How an organization approaches conversation skills can have a significant impact on its company culture and bottom line. At the end of the day (or fiscal year), conversations are at the heart of everything we do. Conversations determine what happens.