This practical webinar tackles the realities of tactfully handling even the most difficult workplace conversations including:
- Unacceptable behavior
- Chronic lateness
- Poor personal hygiene
- Excuses and inconsistency
- “He makes more money than me!”
- Inappropriate dress
This power-packed session provides practical and realistic solutions for tackling the hardest elements of workplace interactions, including:
- How not to let inappropriate workplace behavior and the fear of tough conversations hold you hostage
- Tips for communicating when there are misunderstandings and breakdowns that create turmoil whether between:
- you and your employees,
- you and your boss, or
- you and your peers
- Strategies to sharpen your managerial skills and build a winning team despite difficult conversations that need to take place when you’re in charge
- How to address an attitude problem, excessive tardiness, or poor hygiene with a peer in a respectful manner
- Keys to confronting employees who bully you or others without making matters worse
Plus, this need-to-know program addresses the realities of handling difficult conversations and offers practical techniques for communicating with your employees.
- Determine underlying causes of difficult behavior.
- Deal with the fear that drowns your inner voice and makes you want to put off difficult conversations.
- Help your employees accept responsibility for their actions.
- Steer employees toward replacing negative and inappropriate reactions with different, more acceptable ones.
- Start a dialogue with difficult employees so that issues can be addressed immediately.
- Get them to commit to changing their behavior by asking directly for what you want.
- Limit any collateral damage to the supervisor/employee relationship. It takes years to build bridges with employees and only minutes to blow them up.
- Give constructive feedback without causing defensiveness.
Your job is to get your employees to do what you ask them to do despite difficult conversations that may need to take place. You can do it by getting comfortable communicating when there are misunderstandings and breakdowns that create turmoil.
Product ID: 19925
Plus, you get the top-selling guide, Handling Difficult Conversations: Communication Strategies for the Workplace – a $349 value – absolutely FREE!
This information-packed, 108 page guide provides practical and realistic solutions for tackling the hardest elements of workplace interactions, including:
- Job Performance
- Disciplinary Action
- Termination of Employment
- Employee Complaints about the Workplace
- Disabilities (Related to Job Accommodations)
- Personal Presentation/Hygiene
This convenient desk-top reference, designed to help you manage the most emotional situations with grace and effectiveness, also covers:
- Legal Concerns When Handling Difficult Conversations
- Managers on the Frontlines
- Handling Employee Complaints Properly
- Risk Management When Delving into Personal Matters
- Emotional Responses
Pus, this indispensable guide includes quick reference materials and finger-tip access to:
- 25 Helpful Phrases to Use When Having Difficult Conversations
- 10 Things to Avoid in Difficult Conversations
- Checklist for Preparing for Difficult Conversations
- 10 Training Tips for Preparing Managers to Handle Difficult Conversations
- Dealing with Difficult People: Identify and Defuse these Problem Causers
- Sample Employee Complaint Form
Finally, this essential tool provides HR practitioners, frontline managers, and business leaders with the process-driven techniques, skills, and ideas to effectively communicate and drain the drama out of difficult conversations.
Learn How to Tactfully Handle the Most Difficult Workplace Conversations!Get it on demand now
Consultant, Organizational Communication
Gabriel Pantoja is a doctoral candidate in Organizational Communication at Texas A&M University. He specializes in the subject of conflict resolution and negotiation for organizations. He received his master’s degree in Organizational Communication and Technology at the University of Texas at Austin where he began his study of conflict resolution. Additionally, he has over 200 certified hours of conflict resolution training in mediation, critical dialogue, and facilitation. He has extensive expertise in developing and implementing trainings for managing conflict, as well as experience in mediating family, civil and commercial disputes.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”