Description

When people's problems arise at work, we have choices. We can manage troublesome situations the way many people do: ignore them. Or we can make a conscious choice to confront issues, even when they are complicated, difficult, and push us out of our comfort zone. In this course, we will show you how to conduct a difficult conversation that leads to improved relationships and increased productivity. You will leave the session with a better understanding of yourself and others and increased confidence when holding a difficult conversation. 

Learning Objectives

• Identify common “difficult conversations.” 
• Use emotional intelligence to respond during difficult conversations 
• Prepare to have a difficult conversation
• Use a three-step model to conduct an effective difficult conversation 
• Recognize and address potential obstacles that may occur when having a difficult conversation

Conversation Considerations

In this workplace training course, we introduce you to tips and techniques that enable more effective dialogue. We start by identifying their goals, then reflect on the other person’s perspective. From there, we initiate the conversation positively using emotional intelligence.

Practice Real-Life Workplace Conflict Scenarios

During this training, we will explore real-life scenarios and practice using conflict-resolution strategies unique to Driving Difficult Conversations. This allows your team to focus on the future while recognizing and addressing potential obstacles that may arise during a difficult conversation.

Speaker

Libby Roberts

Libby joined ATW in 2016 after nearly 10 years in banking, where she started in customer service and later moved into management and talent development. She earned her bachelor’s degree from Simpson College and holds a master’s degree in Adult Learning and Organizational Performance from Drake University. Libby’s passion is people, and she strives to create an environment where all participants are welcomed, engaged, and challenged to move out of their comfort zones. Libby integrates instructional design, program development, and relationship building into her role as Training Manager.