Constructive Conversations

A practical workshop which will provide the framework for managing difficult conversations, help participants maintain presence and engagement during difficult conversations and how to achieve a positive outcome through influence, communication and managing one's own state in the process.

Constructive Conversations

Many managers struggle with having to have difficult conversations with colleagues. First seek to understand your own contribution and reaction, then begin by reframing these conversations as opportunities to learn and grow. Maintain a positive mindset, seek to understand and approach the conversation with curiosity and you are more likely to achieve a positive and mutually beneficial outcome. When you start with empathy rather than judgement the whole dynamic changes.



Course Content

An examination of the principles and importance of communication for constructive and desired outcomes

Exploring a number of frameworks which can be applied to real life scenarios

Action planning for continued development

Skills

  • Communication
  • Influence

Attributes

  • Interpersonal Intelligence
  • Empathy
  • Compassion
  • Discernment
  • Resilience

Outcomes

  • To build confidence using a framework for managing difficult conversations
  • To develop an understanding of purpose and values and others and be able to frame and deliver challenging communications
  • To practice a range of methods which will form a communication toolkit including how to conduct performance management conversations, giving effective feedback and delegating for development.

How We Do It

Investing in employee development has proven to not only improve performance, but also to improve retention as employees expect and seek out employers who will provide personal and professional development.

Future Skills workshops are designed to stretch and grow skills AND attributes, recognising that everyone is on their own individual development journey. We use a range of approaches to respond to the various adult development stages that people operate at. The content and activities are rooted in experiential learning which has been proven over 30 years of working with organisations to unlock the self-awareness needed.

Our approach incorporates multiple dimensions which results in longer lasting impact - continuous growth far beyond any programme we deliver.

INNER DEVELOPMENT

Increasing self-awareness to self-lead and build better collaborative working relationships by unlocking authentic and best self.

CRITICAL SKILL DEVELOPMENT

Developing critical skills improves performance: communication, problem-solving, strategic and critical thinking, decision-making and leading high performing teams.

ORGANISATIONAL DEVELOPMENT

Developing systems awareness and strategic thinking to be able to drive growth in line with the organisation's purpose and future vision.

EXTERNAL CONTEXT DEVELOPMENT

Developing an awareness of external factors which impact on organisational performance and how to build teams and cultures to thrive in complexity.

A multi-dimensional approach to continuous growth




Future Skills Portfolio

Getting future fit means building the mindset to be agile, to be able to operate in complexity, to have the resilience and mental fitness to be able to self-lead and be open to explore, empathise, innovate, navigate and to act. Drawing on industry leading thinking and word-class tools we use in the development of leaders and teams, we categorise future skills into 3 key areas. These inform the design of all of our programmes.

To understand more about the skill gaps in your organisation we will design and implement a bespoke Development Needs Assessment, ensuring your L & D investment is targeted to ensure your employees are future fit and equipped with the desired skills and attributes for sustainable and continuous growth, contributing to future growth. Find out more about how you can get future fit as an organisation.

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