Would you perhaps like to take a break and we can meet back in an hour to continue our discussion?” My intention is purely to bring awareness so that we can work together to close the gap. I value you as an important part of my team and for that reason, I need to share this feedback with you. “ Matt, I can see that this conversation is upsetting for you. If emotions become heightened, restate the intent of the conversation and suggest a break in the discussion. Be prepared by practising what you want to say and enter the conversation with an even tone, good eye contact and open body language. Never attempt a courageous conversation when emotions are high. The more sensitive or serious the situation is, the more likely that raw emotions will be involved. HOW this gap impacts (the team, the business, productivity, team morale etc.)Ī difficult conversation will usually have strong emotions on one or both sides of the conversation.WHAT you would like to discuss (include positives and the area of improvement).Once you have the employee’s agreement, you can start sharing the feedback using the following structure: Are you free now so that we can have a chat?” ![]() I am keen to share some feedback with you to ensure that we have the same understanding.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |