by Lynn Scott, Featured Contributor
Editor’s Note: Enjoy Lynn’s earlier Articles in this Series:
IN MY PREVIOUS Articles in this series, I’ve been sharing some steps on the journey to mastering those conversations that we’ve been avoiding.
Here’s a recap on what we’ve covered so far:
- – Step One: Identify what it is that makes a conversation difficult for YOU
- – Step Two: identify some choice points
- – Step Three: Know what you’re feeling and where you’re feeling it
That’s because we don’t allow ourselves time to really think about it, let alone start to do some preparation or quality thinking.
So as Stephen Covey would say….
Start with the end in mind.
Here are four questions to get you started.
Question One: What do I want to achieve from this conversation
- – For me?
- – For the other person?
- – For the organisation?
Question Two: What assumptions might I be making about the situation or the other person? If I were to step into the other person’s shoes, what might I notice?
Question Three: If I imagine the beginning, middle and end of this conversation, what would be included in each part?
- – Beginning – outline the issue and your reasons for having the conversation. Be clear and transparent.
- – Middle – exploration of the issue or situation from both sides.
- – End – agreement on next steps, the way forward.
Question Four: How can I prepare for this conversation? For some people, it helps to write it down; to practise it out loud with a friend, colleague or their coach. (I practise in the car!)
Of course, you can’t script these conversations but you’ll be amazed at how much writing things down or saying them out loud can help you to feel grounded and prepared for the real thing.
I hope this helps you to make a start.
Because as they say Prior Proper Planning Prevents P**s Poor Performance