勇敢对话研讨会

学习如何在情绪高涨的情况下,通过开放式对话建设性地管理商业环境中的困难对话,这对许多人来说都是一种挑战和不安;因此,这些重要的对话往往被错误地处理或完全避免,这对任何人都没有好处。勇敢对话研讨会的重点是培养与他人进行艰难对话所需的技能,同时保持关系的完整性,为每个人实现双赢。

About Courageous Conversations For Leaders And Individuals

Leaders and individual contributors alike undoubtedly find themselves in situations where they need the ability to be candid and carry out constructive conversations with others. These situations generally involve people with differing goals, perspectives, and interests and occur in all kinds of work relationships. Developing the ability to effectively communicate in these challenging situations leads to greater satisfaction in relationships, team culture, performance, and results. The Courageous Conversations workshop helps participants learn the skills they need to communicate with candor, particularly when engaging in difficult conversations about issues like the following:

  • When ideas are met with continuous resistance.
  • When there is a lack of follow-through on commitments.
  • When uncomfortable situations aren’t being addressed.
  • When problems remain unresolved.

By learning to actively bring issues to the surface and testing the thinking and logic inherent in differing points of view, participants can tackle problems and discuss issues that may otherwise go unaddressed and unresolved. The Courageous Conversations conversations workshop is a rigorous, skill-based approach to developing interpersonal-communication competencies. The concepts and difficult conversations exercises presented are based on a tested methodology and are backed by ongoing research.

Objectives & Outcomes

Participants develop and learn how to apply a number of critical competencies during the Courageous Conversations training workshop that are practical and immediately applicable on the job:

  • 确定他们发现有问题的人际关系情况,并认识到为什么他们处理这些情况的最大努力往往无效。
  • 建立条件,使人们在遇到困难、复杂的问题时能够以高度的坦率、尊重和责任感行事。
  • 要直截了当,但不要专横。
  • 在处理棘手的问题和问题时,尽量减少破坏性的指责,让人们专注于相关问题。
  • 提出精确的问题以进行有技巧的对话。
  • 与权力较高的人进行有力的对话,以便关键的、自下而上的沟通保持开放和高效。

我们的方法

课程设计基于基本的成人学习原则和涵盖40年的严格社会科学研究:参与者不仅学习进行艰难对话的概念、技能和工具,还可以广泛练习将这些方法应用于自己最紧迫的组织问题。我们的书《坦率:如何在真正重要的时候进行勇敢的对话》为该项目奠定了基础。研讨会还为参与者提供了探索、诊断和制定解决方案的机会,以解决他们给学习体验带来的问题和困境。使用这种方法,该课程不仅仅是一个学术课程,而是一个培养技能和解决现实问题的学习实验室。

“有些人内心真正害怕检查自己的工作原理和它们是什么

真的在努力完成。”

~Steven J.Stowell博士。

“为了有效沟通,我们必须意识到我们对

并将这种理解作为我们与他人沟通的指南。”

~安东尼·罗宾斯

“勇敢的对话让我们有机会让员工了解

他们的行为对成功的影响。”

~Tony I.Herrera,Ed.D。

Frequently Asked Questions

What Is a Courageous Conversation?

A Courageous Conversation is a meaningful, candid, and clear discussion about a very important problem or issue—especially one that we may feel reluctant to talk about.
Courage is not the absence of fear; rather, it is choosing to act in spite of fear. When you approach these conversations using a tested framework, it will enhance your courage by giving you confidence that the conversation will result in a positive outcome.

The goal of a successful Courageous Conversation is not to appear unafraid by being aggressive or brazen when having uncomfortable conversations. Instead, you will use a disciplined, structured approach to manage the discomfort of all parties when having vital discussions.

How Do You Start a Courageous Conversation?

The most important aspect of a Courageous Conversation is preparation. You must first commit to using effective conversational skills and avoiding destructive behaviors, which may include minimizing, debating, controlling, competing, attacking, and avoiding.

Then, begin the conversation by talking with someone face-to-face when possible. Commit to listening actively in order to learn what the other person thinks. And be scrupulously polite, saying “please,” “thank you,” and so on.

Finally, be truthful, and start by explaining the big-picture situation as you see it. State what you need and ask for what you want, but also be willing to receive feedback by being open to the other person’s perspective and solutions. In fact, people feel more ownership of proposed actions when they contribute to them.

How Do You Start a Sensitive Conversation?

You can either set an appointment for a sensitive conversation or just drop by and start it. Either way, don’t try to start by building rapport, such as chatting about the family or making other small talk. Instead, be up front with the other party by saying, “I have a difficult topic to discuss with you” or something similar.

As you begin, address the sensitive nature of the topic. As you define the problem, avoid blame or personal attacks. Focus on solving the problem together by asking the other person for feedback and help.

Remember, when sensitive issues must be discussed, emotions can run high. Be prepared to follow Courageous Conversations guidelines while also being willing to change your conversational plan. Strive to hear and respect the other person’s point of view as much as your own—and without trying to prove the other party wrong.

What Makes a Conversation Difficult?

When we anticipate that a conversation will be challenging, yet we know someone needs direct feedback or coaching, we naturally may want to avoid it. We don’t want to feel uncomfortable, make someone feel bad, or be thought of in a negative way.

These types of conversations often seem difficult:

  • Asserting your point of view about an important issue
  • Telling employees they have not delivered results they are responsible for
  • Delivering performance feedback to employees who need to hear it but seem to reject it
  • Bringing up an uncomfortable issue that has been avoided for some time
  • Revisiting a problem you have previously tried to resolve
  • Expressing good ideas that have been consistently resisted
  • Speaking to people who have badly misunderstood you before
  • Discussing controversial issues
  • Talking about a hidden mindset, attitude, or paradigm

Delivery Options

In order to meet the specific needs of each client we partner with and make the most of the learning and development investment, CMOE offers programs in the following formats and lengths:

Instructor-led training (delivered onsite by a CMOE subject matter expert/facilitator)
数字学习计划(自定进度或实时)
混合分层解决方案(结合讲师指导的培训和数字学习)
培训师服务(认证CMOE世界级项目的内部培训师)
课程整合(将主题与另一个主题或事件结合,或将其纳入发展课程)
4-16小时(首选8小时),用于数字学习的讲师引导变量

请联系CMOE客户服务专家,讨论适合您组织的目标解决方案。

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