From 43f597cda2bbe12ce7f1e4770e59e75688a507be Mon Sep 17 00:00:00 2001 From: Sharjeel Aziz Date: Fri, 22 Nov 2024 12:19:40 -0500 Subject: [PATCH] Minor edits and suggestions (#1472) --- .../difficult-conversation.md | 18 +++++++++--------- 1 file changed, 9 insertions(+), 9 deletions(-) diff --git a/common-practices-tools/difficult-conversation.md b/common-practices-tools/difficult-conversation.md index 47b424a8fe..891dcaca0f 100644 --- a/common-practices-tools/difficult-conversation.md +++ b/common-practices-tools/difficult-conversation.md @@ -10,7 +10,7 @@ This conversation is important but may feel difficult for many valid reasons—y ## Prepare -To prepare for the conversation, start by asking for permission to have it and confirming that the time and place work for the team member. Try to have the conversation over a video call then over text or voice only as it will make it easier to connect with the team member. +To prepare for the conversation, start by asking for permission to have it and confirming that the time and place work for the team member. Try to have the conversation over a video call than over text or voice only as it will make it easier to connect with the team member. Here's an example of what a request for permission might be: @@ -31,16 +31,16 @@ Finally, aim to reach a shared understanding and plan of action and wrap up the Use the following tips to help navigate the discussion: - **Present your side with curiosity by:** - - Actively asking for the other team member's perspective and - - Listening intently - - Providing feedback that indicates that you've heard what the other person has said + - Actively asking for the other team member's perspective. + - Listening intently. + - Providing feedback that indicates that you've heard what the other person has said. - **Create and maintain a safe space by:** - Apologizing when you are wrong, - Repeating back what you've heard to confirm accuracy, - Acknowledging when you have learned something new, and - Stating your appreciation when they share. - **Avoid sarcasm, judgment, comparisons, and blame by:** - - Recognizing your own emotions and + - Recognizing your own emotions, and - Sharing your perceptions of the emotions you are seeing from the team member. - **Learn about them by:** - Asking and learning about the team member's background and cultural differences. @@ -58,9 +58,9 @@ Before ending the conversation, create a plan that outlines the next steps and s These conversations often require more than one discussion. It is important to check in later to ensure that concerns are being addressed or determine if the relationship needs more attention. -- Repeat the action items that will be addressed -- Figure out a time when you can follow up on any action items -- Review the action items with the person at a later date and acknowledge any progress +- Repeat the action items that will be addressed. +- Figure out a time when you can follow up on any action items. +- Review the action items with the person at a later date and acknowledge any progress. ## Additional considerations @@ -75,4 +75,4 @@ For giving and receiving feedback review [conflict resolution and growth mindset - [Difficult conversation tools and skills](https://docs.google.com/document/d/1VXXqLRLNdjRFFKjBHEtt7CJyrUgnS5pR1fvM1a2F3Hc/edit?tab=t.0) discussion in 2022 virtual summit. - Project team working agreements. - Skills coach in Culture Amp. -- Training related to conversations and feedback. Ask peopleOps about any options. +- Training related to conversations and feedback. Ask PeopleOps about any options.