courageous conversations · 2019. 12. 18. · courageous conversations. the starting point to...
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UNCW Human Resources - Learning & Talent Development
UNCW Human Resources - Learning & Talent Development
Courageous ConversationsThe Starting Point to Continuous Engagement, Performance, Development,
and Retention of Our Employees.
is a Process—Not an Event.
UNCW Human Resources - Learning & Talent Development
Today’s Agenda & Suggested Full Cycle Performance Plan TimelineFive Topics Outcomes Timeline
SWOT Analysis (Team-leaders)
How to Efficiently and Effectively Facilitate a Team Discussion around Identifying Team Priorities
Wk 1
State of the Union Address (Teams--mix)
How to Influence Others through a Concise ‘State of the Union’ Address
Wk 2 & 3
Aligning Past with Future (Individuals)
How to Have a Productive Performance Plan Discussion Wk 4 & 5
Show ‘n Tell (Team-leadersor Individual leaders)
How to Lead Up! Sharing the Alignment and Rationale for Exceeding Expectations with those Above You
Wk 6
Set & Give Flight (Individuals)
How to Best Share the Final Approved Performance Plans with Your Employees—weights and all (SHRA)!
Wk 7
Help! There’s More! Friday Full Cycle Performance Labs Register at http://uncw.edu/d2la/FullCyclePerformance.html
UNCW Human Resources - Learning & Talent Development
Sample Timeline Due date: 10/31
Date Full Cycle Performance Activity
9/9 Director and supervisors meet to establish unit goals that are aligned with the strategic plan and divisional goals. A SWOT analysis can be completed to identify priorities.
By 9/16
In a staff meeting, the supervisor shares overarching division/department priorities and his/her individual goals and talent development plan with the team. Supervisor gives employees 7 days to complete two fillable forms: Individual Goal & Talent Development Plan.
By 9/23
Employees submit self-assessment, goals (description, milestones, exceeding expectations), and talent development plan to supervisor.
By9/30
All supervisors in a unit collaboratively discuss their employees’ goals, milestones, and exceeding expectations with their director (Calibration Goal Setting Session).
By 10/14
Supervisor individually meets with employees to discuss and finalize goals, milestones, and exceeding expectations.
10/21 In a staff meeting, everyone shares goals openly and strategies that will be needed to ensure everyone is successful. Another team meeting is scheduled for December and February to focus on progress made towards goals.
10/28 Director double checks that all Performance Plans are signed and dated with finalized goals, milestones, and expectations.
UNCW Human Resources - Learning & Talent Development
UNCW Human Resources - Learning & Talent Development
Topic OneThe SWOT Analysis
Team of Leaders
UNCW Human Resources - Learning & Talent Development
UNCW Human Resources - Learning & Talent Development
Topic TwoThe State of the Union Address
Three Vital Ingredients1. Belief in What You Are
Saying and Do It2. Vision/Structure/Direction3. Trust in the Process/Person
Leader & Employees
UNCW Human Resources - Learning & Talent Development
Structure in 7 Slides1. Title (Our Future)
2. Problem (Results of WT of SWOT)
3. Solution (Results of SO of SWOT)
4. Business Model/Vision (Identified Priorities, Strategic Plan, and the New Performance Tool to Help Get Us There)
5. Underlying Magic (Increase 2-Way Communication and Accountability for Results)
6. Projections (What We Anticipate Gaining—increased engagement/ efficiency; employee development/productivity; stronger allies/relationships)
7. Status and Timeline(The Full Cycle Process: Self-Assessment, Goals/Milestones/Exceeding Expectations, Talent Development Plan; 3 Talent Conversations; 2 Team Meetings)
UNCW Human Resources - Learning & Talent Development
Slide 4: Business Model/Vision
Based on FY 2017 HR priorities, identify 3 goals that support:
1. Employee Work/Life Balance2. Identify Meaningful Metrics3. Leverage Technology4. Diversity/Inclusion Plan5. Data Integrity/Reporting
Standards
Based on HR values andStrategic Plan, demonstrate how your three goals are aligned:
UNCW Human Resources - Learning & Talent Development
UNCW Strategic Plan1. Attracting and Retaining high-quality, diverse students, faculty and staff, ensure
an inclusive campus culture that embraces a global mindset, and increase retention and graduation rates.
2. Enhancing educational programs and Advancing research and scholarly activities, including global learning programs and increased support for applied learning.
3. Enabling and Promoting a sense of place for students, faculty and staff by Fostering collaborative efforts to enhance academic advising and student support programs.
4. Organizing for effective engagement with the community and the world, and Communicating efforts broadly and effectively.
5. Funding initiatives by Building on strong relationships with governmental agencies, alumni, donors, foundations, corporations and other sponsors.
UNCW Human Resources - Learning & Talent Development
Slide 7: Status and Timeline(A recap email after the ‘state of the union’ is necessary)
UNCW Human Resources - Learning & Talent Development
UNCW Human Resources - Learning & Talent Development
Topic ThreeRe-aligning the Pastwith a Brighter Future
Crucial ConversationsChapter 5: Make It SafeChapter 7: State My PathChapter 8: Explore Others’ PathsChapter 11: Yeah, But… 15 Cases to ConsiderTalent Conversation #1a
UNCW Human Resources - Learning & Talent Development
UNCW Human Resources - Learning & Talent Development
Sample Agenda(a leadership best practice is to share what to expect out of a talent conversation in advance)
• Discuss Self Assessment Answers: Talent Development Plan, supervisor support, anticipated challenges/solutions, etc.
• Review Draft Goals—Ensure that individual goals are SMART-ER, meets the parameters, and that ‘Exceeds Expectations’ truly exceeds. Discuss what ‘exceeds’ looks like in institutional goals. Adjust where needed.
• Reiterate Full Cycle Performance Plan Process/Timeline, Anticipated follow-up date for final confirmation of this year’s performance plan; and the intent and purpose behind future talent conversations.
UNCW Human Resources - Learning & Talent Development
Chapter 5: Make It Safe
1. Apologize when you have made a mistake that has negatively effected others. This means giving up saving face, being right, or winning.
2. Contrast to repair misunderstandings.• Don’t address other’s concerns that
you don’t respect them.• Do confirm your respect and clarify
your purpose.
3. CRIB to get to Mutual Purpose.Worst at dialogue: Ignore the problem, push ahead or give in to another person to hopefully solve… one day.
Good at dialogue: Compromise.
How to Rebuild Mutual Purpose or Mutual Respect
UNCW Human Resources - Learning & Talent Development
How to CRIBBoth Parties Understand and Agree to:
• Commit to seek mutual purpose.Verbally agree to arriving at a solution that is mutually acceptable.
• Recognize the purpose behind the strategy.We confuse what we’re asking for (strategy) with what we want (purpose). Focus on real purposes.
• Invent a mutual purpose.If you can’t agree on a mutual purpose, invent one that has a higher more encompassing long-term goal. Transcend short-term compromise.
• Brainstorm new strategies.
UNCW Human Resources - Learning & Talent Development
Chapter 7: STATE My Path
1. Share your facts
2. Tell Your Story
3. Ask for Others’ Paths
4. Talk Tentatively
5. Encourage Testing
• Facts before conclusions.“The facts alone are rarely worth mentioning. It’s the facts plus the conclusion that call for a face-to-face discussion.” (p. 128)• What does the other person know?• What are their facts?• What are the other person’s intentions?• What does the other person really want?• Tell your story as a story rather than reality or as
fact.“The only limit to how strongly you can express your opinion is your willingness to be equally vigorous in encouraging others to challenge it.” (p. 134)
An Acronym to Remember When Talking about Sensitive Topics
UNCW Human Resources - Learning & Talent Development
Chapter 8: Explore Others’ Paths
1. Ask them to tell their stories
2. Mirror to confirm feelings
3. Paraphrase to acknowledge their story
4. Prime when you’re getting nowhere
• Prime: When you feel like you’re getting no where, say what you think they are most likely thinking.
Use the ABC’s only if the other tools haven’t worked:• Agree where you can• Build if others leave something out, agree
where you do, then build• Compare when you do differ significantly, don’t
suggest others are wrong. Compare your two views.
AMPP: How to Listen When Others Blow Up or Clam Up
Listen… Reflect… Respond…
UNCW Human Resources - Learning & Talent Development
Chapter 11: Yeah, But… Advice for Tough Cases
TEAM GREEN• Failure to Live Up to Agreements• Deference to Authority• Failed Trust• Won’t Talk about Anything
Serious• Vague buy Annoying• Shows No Initiative• Shows a Pattern of Problem
Behavior• I Need Time to Calm Down
TEAM BLUE• Endless Excuses• Insubordination (or over-the-line
disrespect)• Regretting Saying Something
Horrible• Touchy and Personal• Word Games• No Warning that There Has Been
a Problem• Dealing with Someone Who
Breaks All the Rules
UNCW Human Resources - Learning & Talent Development
UNCW Human Resources - Learning & Talent Development
Topic FourLeading Up! Show ‘n Tell
Three Vital Ingredients1. Vision/Direction2. Confidence/Courage3. Influence/Persuasion
One on One with Sr. Admin
UNCW Human Resources - Learning & Talent Development
The 6 Principlesof Influence
1. The Principle of Expose your expertise
2. The Principle of Use peer power whenever available
3. The Principle of Give what you want to receive
4. The Principle ofUncover real similarities and offer genuine praise
5. The Principle of Make their commitments active, public, and voluntary
6. The Principle of Highlight unique benefits and exclusive information
Influence: Science and Practice, Robert Cialdini, University of Arizona
UNCW Human Resources - Learning & Talent Development
UNCW Human Resources - Learning & Talent Development
Topic FiveSet & Give FlightWhy Not?
Three Vital Ingredients1. Direct & Honest Feedback2. Confirmation of Direction & What
Exceeds Expectations Looks Like3. Set Dates & Agenda for Next Talent
Conversation
Talent Conversation #1b
UNCW Human Resources - Learning & Talent Development
What will your TIMELINE look like?
Five Topics Outcomes Timeline
SWOT Analysis (Team-leaders)
How to Efficiently and Effectively Facilitate a Team Discussion around Identifying Team Priorities
Wk 1
State of the Union Address (Teams--mix)
How to Influence Others through a Concise ‘State of the Union’ Address
Wk 2 & 3
Aligning Past with Future (Individuals)
How to Have a Productive Performance Plan Discussion Wk 4 & 5
Show ‘n Tell (Team-leadersor Individual leaders)
How to Lead Up! Sharing the Alignment and Rationale for Exceeding Expectations with those Above You
Wk 6
Set & Give Flight (Individuals)
How to Best Share the Final Approved Performance Plans with Your Employees—weights and all (SHRA)!
Wk 7
UNCW Human Resources - Learning & Talent Development
I NEED MORE HELP!There’s More! Friday Full Cycle Performance Labs Register at http://uncw.edu/d2la/FullCyclePerformance.html