Why having that difficult conversation is one of the best ways to retain the best team.
Many of us shy away from difficult conversations with a colleague. It’s hard to know what to say, or how to say it, without making the situation worse. That’s where dealing with difficult conversations training can come in handy. By realplaying different scenarios with a live actor and trainer, you can learn how to approach sensitive topics in a way that is respectful and effective. The goal is not to avoid conflict, but to seek resolution through open and honest communication. With the right tools, you can navigate even the most challenging conversations with confidence.
In today’s workplace, it’s more important than ever to be able to have open and honest conversations – even when they’re difficult. Whether it’s discussing a sensitive issue with a co-worker, or bringing up a difficult topic with your boss, being able to communicate effectively can make all the difference.
Unfortunately, many of us have never been taught how to have these types of conversations. We may have been raised to avoid conflict at all costs, or we may simply not know how to express ourselves in a way that will be productive. As a result, we can end up feeling intimidated or unprepared when faced with a difficult conversation.
This is where training comes in. By learning some simple communication skills, we can feel more confident and capable when faced with a difficult conversation. We can learn how to express ourselves clearly and calmly, and how to listen actively to others.
Are Employers dropping the ball?
In any workplace, there are bound to be some difficult situations that arise from time to time. Whether it’s a conflict between two of your people or someone who is consistently not meeting their goals, these situations can be challenging for managers to handle. Unfortunately, it seems like employers are getting worse at handling these types of situations effectively. One reason for this may be that employers are increasingly reliant on technology to manage their people. While this can be helpful in some ways, it also means that they’re less likely to have the face-to-face interactions that are necessary for handling difficult situations effectively. Additionally, employers are often under a lot of pressure to keep costs low, which can make them less likely to invest in training their people on how to handle difficult situations. As a result, they’re more likely to resort to quick and easy solutions that may not always be the best for everyone involved.
Hear from thought and business leaders Stephen Bartlett and Simon Sinek on having open conversations
What’s the cost to business?
The cost of avoiding difficult conversations with your people can be high. By not addressing issues early on, businesses risk letting problems fester and grow. This can lead to decreased morale, decreased productivity, and eventually, the resignation of your key people. In addition, avoiding difficult conversations can also damage relationships between managers and their teams. When difficult topics are left unaddressed, it sends a message that the company is not interested in hearing about or resolving problems. This can damage trust and make it harder for your people to feel comfortable speaking up in the future. Ultimately, the cost of avoiding difficult conversations is high, both in terms of business productivity and employee morale.
What’s the worst case scenario?
The worst case scenario of avoiding controversy at work is playing out in businesses across the country. From long, drawn-out court cases, to strikes, resignations, and ultimately businesses folding – the impact of not having open and honest conversations in the workplace can be horrific. The root of the problem is that we’re afraid to speak up, to be human, to be vulnerable. We’re afraid of conflict, of being seen as difficult, or worst of all, of losing our jobs. But the cost of silence is even greater. When we don’t speak up, we’re complicit in perpetuating toxic work environments. We’re complicit in allowing bad behaviour to go unchecked. And we’re complicit in systems that silence marginalised voices and perpetuate inequality. It’s time to have those hard conversations for ourselves, for our coworkers, and for our businesses.
How can Alchemist help your organisation?
Alchemist can help your organisation handle difficult situations in a number of ways. Firstly, we can provide your people with the necessary skills to effectively deal with difficult customers or clients. This can be through online practice sessions with coaches, facilitators or live actor realplay and simulations. Secondly, we can teach your people how to handle difficult situations without escalating them. Finally, It can give your people the confidence they need to handle difficult situations without feeling overwhelmed. By providing them with the tools they need to successfully deal with difficult situations, we can help organisations like yours avoid unnecessary problems and maintain a positive reputation.
Help your people come through conflict even stronger
Alchemist can help individuals resolve conflict at work by showing them how to communicate with others, how to understand their perspectives, and how to find common ground. In addition, we will also teach them how to assert themselves in a way that is respectful and effective. By taking the time to learn these skills, they can become a master of conflict resolution and make your organisation a more harmonious place.