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by: Pam Boyd Dramatic Conclusions
Creating Drama-Free Workplaces
Managing People Doesn’t Have to Be This Way…
A leader isa vendorof hope
-Napoleon
Critical Point Many Leaders Forget
If I don’t know how to win
I don’t have hope.
When I don’t have hope I don’t
engage.
Understands what we want.
Appreciates what we do well.
Has a plan to help us.
We are more likely to listen to someone who…
Working in the right triangle
RescuerPersecutor
Victim
CoachChallenger
Creator
Empowerment
Drama
Passion-basedOutcome-oriented
Anxiety-basedProblem-focused
What Managers Usually Do When Employees Do Not Perform Well Roll their eyes
Complain
Avoid them
Run to HR
Punish passively
Hope they quit
Hope they come down with a serious disease that’s not infectious
Fanaticize about hiring a hit-man
Hope they win the lottery so they don’t have to work with people anymore
The Number Two Fear of Adults
Fear of
Confrontation
Som
etim
es I ru
n. S
om
etim
es I
hid
e.
1. Know Fear Triggers2. Discuss Clear Boundaries and Expectations3. Follow-up with Tenacity!4. Have the Second Conversation during the First
Drama-Free Basics
Step one: Know Fear
Triggers
Feelers Fear of conflict
Talkers Fear of disapproval
Doers Fear of being taken
advantage of
People Focused
Task Focused
Thinkers Fear of being wrong
The biggest problem with communication is the
illusion that communication
has occurred!
Opening Phrases to Use With
Different Personality Styles
Talkers: Use “Praise Sandwich”…without the “but”
Example: “You’re so good with people and you deserve more credit for that.”
Doers: “Here’s the issue and here’s what I need from you.”
Thinkers: “I’ve been thinking about how we can be more accurate and efficient.”
Feelers: “I need your help.”
Don’t expect anyone to get excited about your agenda
until you are excited about theirs.
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Key Point
Step two: Discuss Clear Boundaries
and Expectations
Drama-Free Accountability
1 10My Perception
YourPerception
How do we close this gap?
Bite-size pieces
PRACTICE the10/90 RULE
What Does Success Look Like to You?
The Critical Question I Forgot to Ask
Loyal vs. Disloyal
OppositionWhat’s the difference?
Magic phrases for tough talk
Can we talk about what just happened?
I owe you an apology. I should have been honest with you earlier.
Can we start over? What we are currently doing is not
working. Ask for a wish-list.
Give me yourWish List
If you could change anything about my
performance, what would you change?
Step three: Follow-up with
Tenacity
“If it breathes, it needs encouragement.” – Charlie Chaplain
KEEPSHORTTABS
The lack of communication
is a form of abuse.
𝐸÷𝑈𝐸=°𝑝𝐷Experience divided by
Unmet Expectations equals
Degree of potential Drama
Step four: Have the Second
Conversation during the First
Take the fear and indigestion out of follow-up!
The Power of Contingencies
• Expect the best but be prepared for the worst
• Get support for your back-up plan from HR or supervisor
• Communicate the next step with the associate so it won’t be difficult to follow-up
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The Contingency Plan
“If this doesn’t work, what’s our next step?”
1. Know _____ __________.
2. Discuss Clear _________ ___ _____________.
3. Follow-up ____ ___________!
4. Have the Second Conversation ________ ____ _______.
Drama-Free Review
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quickly transforming the drain of drama to the pulse of peace at home and at work.
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