Assess difficulties in a more neutral way?
Strengthen relationships with team members by working through challenging situations?
Hold their team members accountable?
Stop avoiding difficult conversations and allowing them fester?
Recognize that conflict can actually be positive?
Open the lines of communication to prevent challenges from turning into arguments?
Address emotionally charged employees rather than getting defensive?
Having Difficult Conversations is an experience-based virtual program to help newer managers and supervisors, emerging leaders and high potentials effectively address difficult conversations that could potentially destroy workplace relationships and cause team members to become disgruntled and dissatisfied with their jobs.
Our programs are delivered in 2 formats:
Group coaching format over one month (cohort of 6-12)
Training format over 3-4 weeks (cohort of 13-25)
Each format incorporates bite-sized interactive self-study assignments, completed at the participant's convenience, interspersed with live virtual training or group coaching sessions and application work.
Filled with fresh curated content, self-assessments, and action planning tools, Having Difficult Conversations is designed to help your newer managers effectively address difficult conversations that could potentially impact team effectiveness and employee retention.
Delivered on our gamified Learning Experience Platform, each learning experience includes one DISC Professional Styles assessment, social community interaction, live virtual interactive sessions, pre and post measurement and more!
Having Difficult Conversations equips your managers and leaders to:
Stop avoiding difficult conversations
More effectively assess difficult situations
Create stronger bonds between team members
Pave the way for improved communication
Recognize that conflict can push teams to be more innovative
Grow relationships to a new level of openness, honesty and understanding
Improve team performance and business results
Program Dates: To be determined by your organization
Time Requirement: Equivalent to a full day of leadership development over one month
Learn More: Contact Diane Kubal, firstname.lastname@example.org or call 630-548-4000
Two live group coaching or training sessions
DISC Professional Styles Assessment*
DISC and Thomas-Kilmann Conflict models and job aid tools
How to Read and Support Others' DISC Styles job aid
Communicating and Collaborating with DISC Styles job aid
Managing with DISC job aid
Gamified Learning Experience
Social community interaction
Pre and post program measurement data to demonstrate impact
Post training assignments and reflection
Level 3 evaluation measurement after three months
Fresh curated self-study content including videos, self-assessments, exercises, reflection questions, worksheets and more!
Experience-based virtual learning approach based on best practices to engage and motivate leaders
Coaching tip sheet for the participant's manager for follow up support and reinforcement
Platform can be integrated in the "flow of work" via Microsoft Teams
*Learn more about DISC Professional Styles: http://discprofessionalstyles.com
How the Thomas Kilmann framework intersects with DISC is very interesting and applicable. It offers a new way of helping people to understand how they approach conflict.
Now that I've completed this program I will better identify when to use the different modes in the Kilmann model, which will help us move forward with changes needed to improve our business.
A Product of Fulcrum Network
©2022 Fulcrum Network, Inc.
Fulcrum Network is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.
© 2021 Fulcrum Network, Inc.