Facilitating Difficult Conversations

This is an in person full day workshop that is very interative and engaging. Tony Healy is awesome and you wont want to miss his workshop! 

Here is the full outline of the workshop and what you will come out of it with. 

Facilitating Difficult Conversations

In a Harvard study of over 200 companies, over an 11-year period, companies with a strong culture increased revenues by an average of 682%, expanded their work forces by 282% and improved their net incomes by 756% (Kotter 2011). At the heart of an effective company culture is the ability to engage in open and honest communication whether they be easy conversations or difficult. Creating a culture of open and honest communication between employees and management helps foster trust, respect, collaboration, innovation, and continued growth as well as playing a central role in your company’s performance and success.

Optimum Performance Coaching’s “Facilitating Difficult Conversations” will give you the means to understanding how to facilitate effective communication, especially the assortment of difficult conversations like conflict management, negotiations, strategic planning, performance reviews etc. This skill-set alone equips an organization with an essential tool for building a strong company culture with improved team collaboration, reduced misunderstandings, increased productivity, improved customer satisfaction, increased employee morale and so on. The kind of culture that will empower your company to the heights of your aspirations.

Upon completion of this course, you will be able to

1. Identify the components and workings of the Emotional Brain and relational feedback loops
2. Identify the anatomy/structure and dynamics of a relationship
3. Create a safe, trusting environment within which the conversation can proceed.
4. Use a coach approach to identify the root issues in a difficult conversation – What’s really happening?
5. Employ active listening skills that will ensure that all parties are heard, seen and understood.
6. Apply techniques like labeling and reframing to disarm emotional triggers and disrupt emotionally patterned behavior
7. Employ tools and strategies like moving from debate to dialogue, SBI approach to feedback (Situation Behaviour Impact), Conflict Layer Model, Interest-Based Relational Approach (IBR),
8. Strengthen existing relationships and foster new ones.