In this crazy business environment, when you're having more difficult conversations than ever before, the tools the book offers are indispensible. Difficult Conversations by Douglas Stone, , available at Book Depository with free delivery worldwide. Praise. “Does this book deliver on its promise of an effective way through sticky situations, whether 'with your babysitter or your biggest client'? It does.”.
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Difficult Conversations: How to Discuss What Matters Most [Douglas Stone, Bruce Patton, The Little Book of Restorative Discipline for Schools: Teaching. Difficult Conversations: How to Discuss What Matters Most [Douglas Stone, Bruce Patton, Sheila Author interviews, book reviews, editors' picks, and more. Difficult Conversations book. Read reviews from the world's largest community for readers. Whether you're dealing with an under performing employee.
Read this summary first: Some people are great communicators, while others cower at the thought of discussing difficult topics with another person. Thankfully, the authors have compiled tips and everyday examples to help you get better at unpleasant exchanges. This book summary highlight the common pitfalls that blight many difficult conversations. They also provide advice on how to stop them. Finally, the book summarys provide you with a framework to ensure that your conversations around difficult topics stay on topic and free of hurt. Afterward, no difficult conversation will scare you away.
Someone has to talk to him before this whole situation blows up. There are certain conversations all leaders dread: The mere thought of having these difficult conversations fills you with anxiety, and distracts you from other work. You want to take charge and talk about it — effectively.
But how? What kind of difficult conversations are you grappling with — and how are you dealing with them successfully?
Daisy Wademan Dowling is the Founder and CEO of Workparent , a consulting firm that provides practical, commercial advice, solutions and training to working parents and to the organizations that employ them. She has led successful human-capital strategy, leadership development, and diversity efforts within several Fortune companies — and now works as coach, consultant and advisor to a broad range of organizations seeking to drive performance through their people. She can be reached at daisydowling workparent.
Daisy Wademan Dowling. If everyone read this book, the world would be a much kinder place. Sexuality, race, gender, politics, and religion come quickly to mind as difficult topics to discuss, and for many of us they are Anytime we feel vulnerable or our self-esteem is implicated, when the issues at stake are important and the outcome uncertain, when we care deeply about what is being discussed or about the people with whom we are discussing it, there is potential for us to experience the conversation as difficult.
But understanding that structure is essential to improving how you handle your most challenging conversations.
We need to understand what the people involved are thinking and feeling but not saying to each other. In a difficult conversation, this is usually where the real action is.
Who said what and who did what? Are my feelings valid?
Should I acknowledge them or deny them, put them on the table or check them at the door? We conduct an internal debate over whether this means we are competent or incompetent, a good person or bad, worthy of love or unlovable. This simple assumption causes endless grief.
Talking about blame distracts us from exploring why things went wrong and how we might correct them going forward. They think we are the problem. We each make sense in our story of what happened. Arguing without understanding is unpersuasive. And we need to help them understand the story in which our conclusions make sense.
First work to understand it.