All great managers know that in the eyes of their direct reports they ARE the company, and that the conversations they have with their people DEFINE those relationships. But they also know what to say, and what not to say, to motivate and engage their teams. This Quick Take Package includes five research-based micro-videos that provide guidance for sending the right messages when conducting really difficult conversations, delivering bad news to a team, or trying to get results through collaboration with other departments. It also gives shows what clear – and not clear – communication looks like, and includes a fascinating research-based video on how to make sure your communication has the impact you intended.
The videos included in this package are:
Handling Excruciatingly Difficult Conversations
A lot of people love playing a leadership role until … the day comes when there’s a problem in the organization and somebody needs to sit down with an employee and have a really difficult conversation – say, for example, he or she has terrible body odor that coworkers complain about. You don’t want to do it. You’re looking up and down the ranks to find someone else who’ll break the news. But guess what? They’re all looking at YOU. This Quick Take will give you a template you can apply whenever you have to confront an employee about a performance problem, the use of foul language, inappropriate physical contact, excessive use of perfume, unconscious rude behavior, or a host of other problems.
How to Deliver Good News—and Not So Good News—to Your Team
You have some good news and some bad news to share with your team. On the plus side, a key project they’ve been working on is getting rave reviews from customers. What’s more, you’ve just learned that the project is a finalist for a prestigious industry award. Even better, the team was able to deliver it on time and under budget. On the downside, the company is having a tough year, and raises and bonuses must be deferred for three months. Meanwhile, employees will face somewhat higher deductibles and co-pays under the new health plan. And a key leader of the team will be taking a job at a different company. In this Quick Take, you will learn how people perceive “serial gains” and “serial losses” differently, why a series of similar events creates a powerful impact on the mind, the best way to deliver bad news, and the best way to deliver good news.
Working with Other Departments: How to Win Over “Porcupines”
Working with people in other departments – or other organizations -- takes a subtle touch. You need their help, but your influence is limited. You’re not their coach or their supervisor. You don’t hire them, fire them, promote them or pay them. So how do you influence them? In this Quick Take, you will learn a counterintuitive approach that can help you build a better working relationship with “porcupine” colleagues in other departments or organizations, the psychological principle that makes this approach work, and what this counterintuitive truth reveals about how we make personal connections.
The FACE Model: How to Ensure Crystal-Clear Communication
How is it that two people can walk away from the same conversation with a completely different understanding of what was said? The reason is that we too often hear what we want to hear and assign our personal expectations and meaning to conversation. Fortunately, there’s a way to avoid this kind of frustrating – and sometimes costly - miscommunication. In this Quick Take you will learn the #1 reason miscommunication occurs between managers and employees, and the FACE Method – a simple approach you can use to gain clarity with your employees and colleagues.
The Illusion of Transparency and Why Your Messages Aren’t Getting Through
In this Quick Take you will learn why the “illusion of transparency” can not only undermine effective communication with your team but also your credibility. You'll discover why people misjudge their effectiveness as communicators, and how to make sure that you and your team are on the same page.
This package includesFor each of the Micro-Training videos, you'll also get:
Prove that the learner(s) understand the concept and increase knowledge retention.Discussion Guide
Facilitate a discussion, connecting the concept to your unique challenges.Summary Sheet
Revisit the concept as follow-up or in the moment-of-need.
How do you use this?Multi-video packages are for companies that want to take a deep dive into a single skill area. Each package contains several carefully chosen videos that create an extended learning path. Devoting two to three months to exploring a topic from multiple angles results in more sustained engagement in training, better knowledge retention, and more effective deployment on the job. To kick start Micro-Meetings
Micro-training makes it easy for managers to facilitate meetings where teams develop shared vocabulary and benefit from peer learning.To kick start one-on-one coaching
Micro-training is extremely tactical and it’s a great tool to help managers frame very specific, skill-based coaching interactions.As self-directed learning
Micro-videos are a solution to a specific skill challenge. For example: “How to handle an employee who has a bad attitude,” or “How to handle a price objection.” You have a question. You find the right micro-video. You watch it on your own. You deploy the skill on the job.