Discussion Post: Difficult Conversations
As you saw in the Penny's Performance Review video, employees do not always understand they are not meeting expectations until it's too late.
Scenario: The performance of your top employee has recently slipped. You had a conversation with the employee to address it. The employee improved for a period of time, but slipped again. Now your boss has noticed, which questions your leadership. You do not want to terminate this employee because you know the value of this person and his/her work, and you trust and respect this employee; however, you are starting to look bad.
It is time to take action, so you schedule a meeting with the employee.
Part I: Discuss your strategy (supported by sources) for the meeting, including:
• How will you use candor to make your point clear during the conversation?
• How will you remove your own personal emotion from the conversation, while still maintaining empathy and trust with the employee?
• Considering the course materials for this week, what techniques for building effective working relationships will you employ, and why do you choose these techniques?
Part II: Write a brief dialog recording the conversation between you and this employee that demonstrates your use of the strategies outlined above.
Part I: Discuss your strategy (supported by sources) for the meeting, including:
• How will you use candor to make your point clear during the conversation?
• How will you remove your own personal emotion from the conversation, while still maintaining empathy and trust with the employee?
• Considering the course material, what techniques for building effective working relationships will you employ, and why did you choose these techniques?
Remember, you need to have a serious discussion with your team member. Their performance slipped and you had a previous discussion. He or she improved for a while but now his or her performance has declined again. It is time for action. In addition, your boss told you to handle it, so your leadership actions are also being observe
Here are some thoughts as you consider your Discussion response:
Setting the Scene:
• Where will you have this discussion: on the floor, in private, "Starb Body Language and Communicating Like A Supportive Leader:
• How will you show empathy and demonstrate vulnerability?
• How will you handle the conversation if it gets highly emotional?
• How will you listen and show non-verbal communication skills?
• What relationship-building techniques will you utilize?
• How will you show that you are trying to get them through this challenge?
Action Plan:
• How will you know if they improved?
• How much time will you give them to improve?
• How often will you evaluate them?
Part II: You have to create a brief dialog (You: "......", Team member: "......", etc., etc.,) between you and your team member that demonstrates your use of the strategies outlined above.
Begin your dialog by explaining how you will approach this employee and begin the conversation.
Make sure your tone is correct, you are empathetic, candid, trusting, vulnerable, understanding, and firm. Remember, this is not the first time their performance declined. Will your dialog end with an ultimatum?
With this assignment, we are looking for good communication strategies, candor, and action.
Hint....emotional intelligence is also something to consider.
I am looking forward to reading some great responses to this very important, albeit silly scenario. If only all of our employees were as adorable as Penny and her little brother!
The response should include a reference list. Double-space, using Times New Roman 12 pnt font, one-inch margins, and APA style of writing and citations.