In today's episode of the Conflict Skills Podcast with host Simon Goode, we dive into the crucial topic of managing emotions during performance management meetings. Simon, a seasoned professional mediator, addresses the challenges often faced in these meetings, especially when conflict escalates. He explores various de-escalation strategies tailored for performance management conversations by focusing on five key aspects: certainty, relatedness, autonomy, status, and fairness. Simon also discusses the importance of balancing assertiveness with empathy, offering step-by-step insights into how to maintain composure through both verbal and nonverbal communication. Whether you're aiming to foster collaboration or need to take a more direct approach, Simon's guidance in this episode provides valuable tools to help navigate performance-related discussions effectively. Tune in to learn how to keep these crucial conversations more productive and less contentious.--------------------EPISODE SUMMARY: Understanding Performance Management ConflictsPerformance management processes as potentially adversarial.Natural combativeness and defensive responses.Approach to de-escalation in performance management settings.Balancing assertiveness and empathy.De-escalation Skills and Their ApplicationOverview of five aspects: certainty, relatedness, autonomy, status, and fairness.Individual context-based approach to either assertiveness or empathy.Five options for responding to conflict: competing, compromising, accommodating, avoiding, collaborating.De-escalation Strategy: CertaintyProviding certainty through information about what to expect.Discussing behavior, consequences, and facts.Transparency and specificity in addressing issues.De-escalation Strategy: RelatednessDemonstrating understanding and empathy.Allowing questions and pausing to slow the pace.Addressing emotions and processing time.De-escalation Strategy: AutonomyGiving a sense of control over the meeting and issue.Offering choices and soliciting input on problem-solving.De-escalation Strategy: StatusMaking the person feel important.Acknowledging contributions and separating issue from personal attributes.De-escalation Strategy: FairnessAllowing responses and questions.Implementing transparent processes and outlining change expectations.Nonverbal Aspects of De-escalationVoice tone, volume, and pace adjustments.Facial expression and body language considerations.Maintaining a composed presence to influence meeting dynamics.Click here to send me a quick message via FanMailSupport the showThank you so much for listening! I'd love to know what you think and connect. website: simongoode.com email: [email protected]

Ver todos los episodios