What are courageous conversations in the workplace?

Courageous conversations in the workplace are about broaching complex and sensitive subjects like race and privilege with your team, boss or HR manager. They are the sort of conversations that can stir strong emotions, which might feel out of place for work, and they require careful and mindful discussion.

What is a courageous conversation?

In courageous conversations, whether in the context of performance appraisal, mentoring, or coaching, individuals are encouraged to express their views openly and truthfully, rather than defensively or with the purpose of laying blame. Integral to courageous conversations is an openness to learn.

What is an example of a courageous conversation?

Typical examples include handling conflict, confronting a co-worker, expressing an unpopular idea on a team, asking for a favor, saying no to a request for a favor, asking for a raise, or trying to have a conversation with someone who is avoiding you. Many women find such “courageous conversations” challenging.

How do you conduct a courageous conversation?

Here are some tips on having courageous conversations constructively for a more desirable outcome:

1. Be confident with your concerns. It can be easy to stop ourselves raising concerns by minimising their importance.
2. Focus on the behaviour.
3. Be clear and specific.
4. Listen.
5. Respond calmly.

What makes courageous conversations difficult?

Deal with your Fears Fear is one of the main reasons that stop you from having a Courageous Conversation. Fear has many disguises. Self Limiting Beliefs fuel fear and it is important that you get clear as to what these specific self limiting beliefs are.

What is the goal of courageous conversations?

The goal of these conversations is to promote inclusion, understanding and positive action by creating awareness of employees’ experiences and perspectives related to differences in background, experience or viewpoints, such as class, age, gender, gender identification and expression, sexual orientation, ethnicity, and …

How do you have a hard conversation with Brene Brown?

Separate sharing facts from interpretations, assumptions or impacts. Use feeling words and “I” language to express yourself, and consider your tone of voice and body language. Be direct with empathy. Brené Brown says, “Clear is kind, unclear is unkind.”

How do I have a courageous conversation with my boss?

Here are some steps you can take to have a difficult conversation with your manager successfully:

1. Request a meeting.
2. Shift your mindset.
3. Gather your thoughts.
4. Be cognizant of your language and tone.
5. Address the issue directly.
6. Actively listen to your boss’s perspective.
7. Reach a resolution.

What are some reasons for having courageous conversations?

A ‘Courageous Conversation’ empowers individuals to take positive steps forward in effectively tackling a difficult issue in their workplace, including increasing awareness around cultural sensitivities. These are often conversations avoided or dreaded for fear of it all going badly.

How do you have difficult conversations about work performance?

5 steps to help you navigate through difficult conversations

1. Consider the situation from their perspective. Often, a conversation feels difficult because we’re hung up on our own perspective.
2. Have a goal in mind, but be flexible.
3. Work on your listening skills.
4. Take care of yourself.
5. Brainstorm solutions together.

What are the 4 Agreements of courageous conversations?

The Four Agreements of Courageous Conversation-stay engaged, expect to experience discomfort, speak your truth, and expect and accept a lack of closure- provide a roadmap for negotiating interracial conflict.

How many stages are there in simple conversation?

The five-stage model of conversation says that there are five steps in every conversation: opening, feedforward, business, feedback, and closing. In a simple conversation, we might not be completely aware of all five stages, but they are there.

Should you have a tough conversation in the workplace?

You probably don’t want to have a tough conversation in your workplace. You’re very likely scared that you, or someone else, will say the wrong thing, mess it up or cause more pain. But avoiding the subject altogether can undermine employee trust, inclusion and belonging at work.

How do you start a conversation with a group of people?

Have the discussion Keep the focus on sharing personal stories and feelings. Ensure that each person gets an opportunity to speak at least once, if they want to. Help curb interruption and cross-talk to give open airtime to all. And if folks hold differing opinions, that’s OK.

What should not be allowed in a conversation?

But do not allow anyone to debate or negate another person’s personal experience. When speaking about race, gender, religion, or any other demographic, do not ask a person to speak on behalf of a group they may belong to.