Look up “Crucial Conversations”
Used to be a popular course. I found it highly effective for both work place and home life. Plus the take-home book/tools were useful as references and sharing. 3 thumbs up.
The Following 5 Users Say Thank You to RichieRich For This Useful Post:
I am on the safety committee at work and we are looking to train staff in managing difficult conversations and difficult personalities.
Does anyone have a recommendation for a course? Alberta based is a a preference.
What would be an example of a difficult conversation? That’s a very broad brush and I don’t know if you’ll find an accurate answer without more info. Are you looking for a course in de escalation?
Difficult conversations could have a huge range and if you’re looking for a “catch all” course it will probably not be very effective.
__________________
Quote:
Originally Posted by oilboimcdavid
Eakins wasn't a bad coach, the team just had 2 bad years, they should've been more patient.
A good example might be firing a difficult personality.
You just fire them.
If they are a good worker and are a difficult personality then you might have to dig a bit and explain to them to calm down it's affecting the team. Managers get paid the big bucks to have difficult conversations.
When applying to be a supervisor this is one of the biggest decisions, do I want to be a conflict resolver? Do I want to manage people? A lot of people turn down a lot of money because they don't want to. They are happy with being an analyst.
__________________
Watching the Oilers defend is like watching fire engines frantically rushing to the wrong fire
Last edited by GirlySports; 01-19-2024 at 10:23 PM.
The Following User Says Thank You to GirlySports For This Useful Post:
If they are a good worker and are a difficult personality then you might have to dig a bit and explain to them to calm down it's affecting the team. Managers get paid the big bucks to have difficult conversations.
When applying to be a supervisor this is one of the biggest decisions, do I want to be a conflict resolver? Do I want to manage people? A lot of people turn down a lot of money because they don't want to. They are happy with being an analyst.
Quote:
Originally Posted by GirlySports
I don't have difficult conversations. Your work is good or it sucks. Your attitude is good or it sucks. This is a workplace.
I'm actually not difficult to work for, I'm quite lenient and fun. But there is a professional expectation and you always know where you stand.
“Your work is either good or it sucks”
“Your attitude is either good or it sucks”
“I’m quite lenient and fun”
Is it possible that the “big bucks” go to some managers heads?
So if someone is doing subpar work, approaching them and telling them they are doing subpar work is a difficult conversation?
Back to the original post, how to teach staff to deal with conflict, that's actually too late. It starts with managers who fester this toxicity by being non-conflict managers who just wish things to go away, who keep toxic people around. I think many of you here have quit jobs because of unfairness and the manager didn't have your back. Instead favoring a toxic worker.
So TheIronMaiden, your training and course should start with leaders, not necessarily staff. I was mandated to read some books and attend seminars, I'll have to get back to you as I forget them now.
__________________
Watching the Oilers defend is like watching fire engines frantically rushing to the wrong fire
The Following User Says Thank You to GirlySports For This Useful Post:
Difficult Conversations Course Recommendations?
