![]() ![]() ![]() It means it’s not just about sharing your perspective on what didn’t work it’s also about listening to the other person’s perspective, about hearing their point of view and about coming to an agreement together. It’s a conversation between two people this means it’s two-sided. Either way, there is something required of both parties involved in the critical conversation.Ī critical conversation is not a demand, it’s not an admonishment of the other person and it’s not an ultimatum. It might be the way you support your employee, or it could be how you hold the employee accountable when he or she doesn’t make the agreed-upon change. If you are asking someone to change something about the way they work, treat you or interact with a fellow employee or client, something is required of you as well. ![]() This one is usually harder for people to understand. Although this is often the case, change coming from a critical conversation is not one-sided. If you’re the one holding a critical conversation, you’re likely asking someone else to change. More importantly, it sends a signal that, as a leader, you really don’t hold people accountable. For example, if an employee keeps coming to meetings with no set agenda, the impact is that you’ll continue to have meetings that aren’t productive. What will happen if things keep going the way they are going? If something needs to change, that’s when a conversation becomes critical. ![]()
0 Comments
Leave a Reply. |