Difficult Conversations

Power Words in Difficult Conversations

29 Jul
by Bridget DiCello

Have you ever seen the person you were speaking with shut down in reaction to something you said?  The words you choose can make a huge difference.

Be aware of these powerful words and use them carefully and purposefully:

1. No – “No” stops people in their tracks.  It puts up a wall.  It closes down communication.  Even if you disagree or feel the answer is “No,” you can sometimes still answer “Yes” and clarify the conditions in your response.  For example, the employee asks, “Can I have a $5/hour raise?  You could say, “No way!”  Or you could say, “I’m glad to see your drive.  Here’s what I would need to see in order to give you a raise of that size.  You would need to increase your production by 200%, train new people in the position and be a leader on our annual project.”

2.  Yes – At the same time, “Yes” is extremely powerful as well.  It makes people happy to talk to you.  It opens doors.  It opens communication.  If there is any way you can be honest and forthright and say “Yes,” do so.

For example, “Yes, I’d be happy to look at that.

Let’s find 10 minutes next week,” is much better than saying, “I’m too busy and can’t look at that right now.”  That would cause them to feel unimportant, no matter how busy they know you are.

3. You – It’s almost impossible to start a directive sentence with the word “You” without it feeling like you are pointing a finger.

An example: “You need to fix that problem.”   Instead you might say, “I’d like to see you take on that challenge.  Why don’t you give it a try and if you’re struggling come see me to ask me some questions.”

4. Why – “Why” can be a pushy sort of word, even if you don’t mean it to come across that way.

An example: If I asked you, “Where did you go to college?”  You tell me where, and I ask, “Why?”  You say, “Because I liked it there when I visited.”  I say, “Why?”  Eventually, you start to feel as if I am being critical of your decisions.  Use the other “W” words if at all possible to ask the same question, but in a less pushy way.  “What made you decide to attend that college?”  “When did you make a decision on which college to attend?”  “Where else did you consider attending?”

5. But – When you put “but” in the middle of a sentence, you are usually saying that one half of the sentence is a lie.

An example: “I really like that idea, but it won’t work.”  “That’s a great idea, but…” is essentially saying that it is not a good idea.  Replace the “but” with a pause or an “and.”  “That’s a great idea, and I’d like to explore the details a bit more, including the cost of implementation.”

6. Their name – Everyone likes the sound of their own name.  I realized the other day just how little I ever said my best friend’s name.  You tend to just talk if you are around someone a lot.  Getting someone’s attention by using their name is powerful and will start the conversation on a positive note.

Have you ever responded powerfully to one of these words?  Maybe you bristled when someone told you “No!” or started a statement with the word “You.”  On the other hand, maybe you felt good when you heard the word, “Yes,” or someone used your name when they were speaking with you.  Do you use these power words often and well?

Laziness is often a Misnomer

22 Jul
by Bridget DiCello

Managers use laziness as a reason why employees don’t do a good job or complete tasks they are assigned.  Maybe you have uttered the accusation, “(S)he’s just lazy!”  Some believe that people in general are lazy

I couldn’t disagree more! People are passionate, driven and intelligent beings!  We even see those with great physical and mental limitations accomplish great things. (Like the world-renown pianist who has only four fingers total!)

 

That drive to contribute, accomplish and succeed is in every person – it may just be buried deeply behind a lifetime of bad experiences, of hearing words that beat up the self-confidence and a barrage of media messages that promulgate mediocrity.

Any employee who works for you has worked other places before, has interacted with friends and family, and has received messages about what they can accomplish and what is acceptable and expected – for years.

Laziness is defined as averse or disinclined to work, activity, or exertion and slow-moving and sluggish.  Why would someone act this way?

1. Failing to do the work in a previous job did not bring any negative results and they continued to get a paycheck.  They watched others work hard and get paid the same thing or be given more work to do.

2.  They’ve worked hard in the past to reach a particular goal and failed, received harsh criticism for doing so, and were not given any coaching or a second chance.

3.  They have grown up in a generation who believes they are entitled to a great life and it’s easy to get there – just watch TV and pay attention to the messages, and it’s no surprise.

4.  They have never found their passion, gotten really excited about the mission or goals of a company and have never had a leader that connected with them enough to ignite this excitement.

5.  No one has ever “forced” them to be successful, by pushing them out of their comfort zone and providing a safety net to assist in their success.

6.  They have never worked with a boss who took the time to get to know them, what is important to them and where they are coming from – in order to help them feel part of the team and work to their strengths.

I’m sure there are many reasons why someone would appear “Lazy,” and these are just a few.  Below are suggestions of how you, as the manager, might address an employee who acts lazy for these reasons.

 

1.  No negative results in the past. Ensure you are clearly setting expectations, explaining consequences and holding them accountable.  Take the time to provide the routine accountability, insist they report on their successes and failures and require they give you an idea of what they can do differently to continue to improve.

2.  Past failures. Celebrate success and hard work.  Even little bits of success and small steps in the right direction should be acknowledged by you – as should little failures and small steps in the wrong direction – receive coaching and redirection.

3.  Entitlement. Realize that your employees may have a different mindset, and may not have grown up in a strong environment to teach them otherwise.  Do you as the manager have to act like a parent?  In the role of imparting values, yes, sometimes you do.

4.  Lack of Passion. Share the mission and goals, get them talking about them (notice I did not say that you should talk about them), require they come up with good ideas and show them through leading by example what passion looks like (this means all your managers need to do so, not just you if you are the top dog).

5.  Force Success. No matter how small, require they do tasks and activities outside their comfort zone, check in with them before they have a chance to fail to redirect them if necessary, and help them to taste success!  Your involvement will become less as time goes on.

6.  Bad boss. The best bosses expect great things, demand excellence, impart passion and excitement and most importantly, connect with their people.  They realize that the best processes and systems in the world will have limitations if they cannot engage their people.  Engaging them means taking the time to build a relationship, but a relationship is a two way street – they also insist the employee does their part!

Have you had an experience where you thought an employee was lazy, but were able to uncover a great employee using techniques like those listed above?

 

Time Consuming Conversations – Time Wasters or Absolute Best Use of Your Time?

21 Jun
by Bridget DiCello

One of the biggest time wasters in your business day is time spent talking with other people!

AND

One of the absolute best uses of your work time is productive conversations with people important to your success!

Where is the difference?  Working productively with the right group of people is the key to multiplying success.  However, people are social creatures, who often fear something new, who wish to preserve their self-image and self-confidence, and don’t always get to the point in a conversation.  Therefore, if you wish for your ‘people time’ to be productive, it must be done purposefully.

Schedule appointments to talk.  If you plan to meet with another person and have a conversation, do it purposefully.  If you just ‘stop by’ their office or give them a call without a plan, you may end up wasting both of your time.  And they may do the same with you.

Set expectations ahead of time.  If you need to talk to them, plan a time and day and have an “agenda.”  Set a time and day on your calendars, even 15 minutes from now, to give each person time to “have their first reaction” and to prepare for the meeting.  Have the conversation ahead of time:  “When we speak, I will… and you will.. in order to accomplish [goal, task or decision].”  This works both up and down the chain of command.

For example, “I’d like to talk to you about the production logs.  How about Tuesday at 1pm for 30 minutes?  Before then, I will review the log for my areas of concern.  And you could review the log compared to last month’s as well as looking for overall opportunities for improvement.  When we sit down, we’ll go though the last two months, each sharing our observations.  Does that work for you?”  Make sure you get their commitment to the agenda you suggested.  If they don’t agree, edit or change it so that you can both prepare appropriately and not end up arguing about the agenda during the meeting.

If someone comes to you and wants to talk right then, tell them you are right in the middle of something, would like to be able to give them your full concentration and are wondering if you could come see them in 20 minutes.  Then, ascertain from them what it is they need from you when you come see them.  This asks them to think through the results they desire (which they may really not have done yet), and allows you to prepare as well, saving you both time and potential frustration.

Get very good at asking questions.   In these situations, you want to remain in control, specifically of making sure something productive comes out of the conversation.  Gladly take that responsibility.  In order to do that you need to ask questions from the standpoint of genuine curiosity to see where they are coming from and how that relates to what you are trying to accomplish.  With the information you gather, you can then notice excuses, frustrations in the form of roadblocks, and cries for attention that can get in the way of productive discussion.

When you talk, you share information.  You rarely can change anyone’s mind by talking.  By asking curious questions, you get the other person talking.  When they talk, you hear how they are really thinking.  When they talk, you can prompt them to consider your point of view.  Help them to get to a conclusion, considering what you value.  When they talk is when they think through things and may change their mind as a result.

It’s up to you to work to understand the other person.  The difficulty with having a conversation is that it is with a person – who has their own feelings, experiences, biases, expectations, etc.  The first thing they say is rarely the whole picture – as it is for you.  Ask your questions.  Give them time.

Schedule a follow up conversation if important to them or to you.  Set a time and date and the agenda for that conversation as well.

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