Learn How to Handle Difficult Conversations and Minimize Conflict and Tension
Every workplace experiences conflict, confrontation and controversy. No one enjoys tackling the touchy topics; but, an attitude of avoidance leads to misunderstanding and decreased productivity. Your employees will always have differences of opinion; however, if these differences are not handled in a positive manner, your people will experience anxiety, bruised egos and possibly even exploding tempers.
As leaders, it is vital that you handle difficult conversations while minimizing conflict and tension. Join this session, where expert speaker Joel Garfinkle will discuss how to avoid damaging the working relationships that are so important to your success.
This session will help you:
Improve your conflict-resolution skills
Prepare for and engage in difficult conversations
Discuss what matters the most with co-workers and employees in a non-confrontational manner
Understand how to make other people feel heard and understood so you can work together to come up with solutions
Use conflict as an opportunity to create a positive outcome
Understand what difficult conversations are
Learn about conflict: All difficult conversations have some “conflict” at its root
How conflict arises between co-workers, supervisors and subordinate
How to manage different types of conflict: Disagreement in meetings, communication obstacles and breach of confidence or loyalty
Learn the benefits gained by initiating difficult conversations
With improved collaboration your team becomes more efficient
Improves worker productivity throughout the organization
Understand why you avoid having difficult conversations
How the fear of rejection stops you from having the conversation
How being liked can stop you from having the conversation
Get a road map to follow when preparing for and engaging in difficult conversations
6 questions that will prepare you for all difficult conversations
How does the other person perceive the situation and what assumptions are you making
Learn a 4-step process that will lead to a successful outcome of the difficult conversation
Step 1 Listening – begin the conversation by listening
Step 2 Mirroring – simply reflecting back the other person’s point of view
Step 3 Questioning – asking open-ended questions
Step 4 Empathy – actually understanding what the other person is feeling
Joel Garfinkle has 20 years’ speaking experience as both a keynote speaker and a corporate trainer. Joel’s clients include Oracle, Ritz-Carlton Hotels, Toyota, NBA, Warner Bros and Nestlé. He has written 7 books and more than 300+ articles on leadership, workplace issues and caree...
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