Dealing with difficult conversations at work
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The document discusses techniques for managing difficult conversations in the workplace, emphasizing the importance of beginning with clear objectives and utilizing the SCARF model (status, certainty, autonomy, relatedness, fairness) to enhance communication. It encourages a growth mindset and proactive strategies to handle feedback and avoid emotional triggers like 'amygdala hijack.' Key concepts include being aware of one's contributions and focusing on proactive engagement for effective dialogue.
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Dealing with difficult conversations at work
- 1. Managing difficult conversations in the workplace ! ? ? ? Richard Riche oneclearmessage.co.za oneclearmessage
- 2. What are you trying to achieve? Begin with the End in Mind Dr Stephen Covey
- 6. Action Intent Intent vs action
- 7. Agree to next steps
- 8. 1
- 9. S C A R F neuroscience model and difficult conversations
- 10. Status PhD
- 11. Certainty
- 12. Autonomy
- 13. Relatedness
- 14. Fairness
- 15. S C A R F model Status Certainty Autonomy Relatedness Fairness David Rock
- 16. 1
- 17. Focus on Mindset
- 18. Research
- 19. Hypothesis?
- 20. Fixed Mindset
- 21. Growth Mindset
- 22. ! ! Applaud effort, not just outcomes !
- 23. 1
- 24. Learning to receive feedback
- 25. 3 main development conversations
- 27. Be proactive
- 29. Beware the amygdala hijack
- 31. Develop a positive mindset
- 32. Look for the “Bright spots”
- 33. 1
- 34. What ideas stand out?
- 35. Managing difficult conversations in the workplace ! ? ? ? Richard Riche oneclearmessage.co.za oneclearmessage