Communicate with Candour

It's natural for most managers to want to be liked but if you focus too much on building friendly relationships with the people in your team, it can mean it's harder to be direct when the moment requires it. We'll show you how to get the best of both worlds.

You will:

Understand more about how your beliefs about the role of a manager inform your current communication style
Be able to plot your approach in different communication situations on scales of directness and care, identifying what is working, and what could change
Build a complete picture of the beliefs, behaviours and impact associated wit radical candour communication
Practise and receive feedback on a candour conversation that you need to have

See also…

Give Great Feedback

‘Don’t do it like that, do it like this’ is not exactly a motivational way to change behaviour. By focusing on what’s not working, you run the risk of forgetting to reinforce what is, creating defensive reactions rather than growth mindsets. Time to turn feedback on its head.

Turnaround Performance

Not dealing with poor performance quickly can lead to months of stress and lower productivity across your team. Plus, if you take your frustrations home, it’s not just your colleagues who suffer. By taking control of performance problems as soon as you spot them, you’ll kill the monster before it gets too big.

Lead Difficult Conversations

Diluting the content of a difficult message to avoid discomfort serves no-one. Everyone wants to know where they stand, so if things are about to change, the results aren’t good or the feedback’s particularly hard hitting, you owe it to the people in your team to be up front and honest.

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Call. 07908 611 458

paul@themanagerhub.com