Crucial ConversationsCrucial ConversationsI knew I was in trouble when I read the words “go back to the book again, learn some more and apply your new learnings”. Deep thinking was not even a phrase I had thought about in at least two years (since my last Dr. Bill class). Obviously, this book was hand picked for a reason to allow the process of deep CRITICAL thinking to take place. Go back and apply what you have learned…. learn more…….
The beginning of the book dives into what is critical communications? Does it make a difference and honestly who cares? Specifically however, points out that we as a society will avoid a conversation the more important and or critical it becomes regardless if this is in a personal, business and or health situation. If we decide to take on a crucial conversation we will handle in one of three ways: avoid it, face it and handle it poorly or face it and handle it well. As with most human nature we will always take the path of least resistance.
Avoidance and the problem will go away, I have exhibited this skill more than once in my personal and professional life. More specially my separation from Alltel. I confronted my vice president on how I felt our market was performing as well as what I thought the changes could be to improve the workforce and retain our employees. I was proud of myself for sticking up for what I believe in however, I do now realize that I avoided the issue until absolutely the last minute, faced it but, overall handled it poorly. I did use terms and phrases that did not exhibit a shared environment of ideas. In retrospect, I also feel this was a direct correlation of past meeting with her as well as previous leaders. Was I simply using skills I had learned in the past and possibly never been exposed to a person who could deal with crucial conversation naturally?
I learned a lot about her. She is a very outgoing, nice and pleasant woman. Her approach towards my office was an effort to give a level of understanding and understanding to what I was trying to accomplish.
I learned that the best leaders do not feel so at such moments because they are afraid to see things as it is and to see their best actions and abilities as when they are able to accomplish them. That is, they know what is needed and what is not needed and where the leadership needs to take it. The best leaders feel and expect things from other leaders, especially to those who come from a different team. It is clear from her words that she was prepared and prepared to make her decisions and did not hesitate to deal with the problems that the leadership is facing. She was able to take a strong stand based on how she was seeing the future, but was never hesitant to work with potential leaders to ensure that the new team has the best potential for improving. She was smart and had a genuine passion, but this was only natural. She knew the best of her fellow leaders and was willing to face each on his own journey.
Now to our team-
What I did that I never did this week will be something I will do again tonight when we get together on Friday night. One of my duties is looking out for and seeing which members of our team, at every size, are most motivated to succeed. I will have to put in work doing this, but hopefully it makes a change. My goal is to have several meetings with each and every one of my team-members, and every one of them will be an opportunity to talk about their accomplishments. We’ll try to get the most out of each and every member and will be doing our best to make sure we have something good to tell the rest of the team.
That said, we will get into a whole lot more about our goals through the last 5-15 minutes of the meeting. I hope that by sharing that with the rest of the participants, we will be able to take things from this meeting to meet our goals next week at 14:30 CST. In the meantime, let me know if you have any questions or would like to hear from us, please let me know.
I would like to thank everyone who has supported us so far in this meeting.
I learned a lot about her. She is a very outgoing, nice and pleasant woman. Her approach towards my office was an effort to give a level of understanding and understanding to what I was trying to accomplish.
I learned that the best leaders do not feel so at such moments because they are afraid to see things as it is and to see their best actions and abilities as when they are able to accomplish them. That is, they know what is needed and what is not needed and where the leadership needs to take it. The best leaders feel and expect things from other leaders, especially to those who come from a different team. It is clear from her words that she was prepared and prepared to make her decisions and did not hesitate to deal with the problems that the leadership is facing. She was able to take a strong stand based on how she was seeing the future, but was never hesitant to work with potential leaders to ensure that the new team has the best potential for improving. She was smart and had a genuine passion, but this was only natural. She knew the best of her fellow leaders and was willing to face each on his own journey.
Now to our team-
What I did that I never did this week will be something I will do again tonight when we get together on Friday night. One of my duties is looking out for and seeing which members of our team, at every size, are most motivated to succeed. I will have to put in work doing this, but hopefully it makes a change. My goal is to have several meetings with each and every one of my team-members, and every one of them will be an opportunity to talk about their accomplishments. We’ll try to get the most out of each and every member and will be doing our best to make sure we have something good to tell the rest of the team.
That said, we will get into a whole lot more about our goals through the last 5-15 minutes of the meeting. I hope that by sharing that with the rest of the participants, we will be able to take things from this meeting to meet our goals next week at 14:30 CST. In the meantime, let me know if you have any questions or would like to hear from us, please let me know.
I would like to thank everyone who has supported us so far in this meeting.
Moving on into the book the authors combined several years of data and shadowing experiences to find what skills make a person good with tough, critical conversations. Through the research they realized that the common skills in the “best” performers could be learned. These skills were exhibited by people that were not always management, not necessarily born