For example, if you’re a leader addressing a team conflict, remember that everyone ultimately wants the project to succeed. Instead of asserting your authority, you could say, “We both want the best outcome. How can we combine our approaches to achieve that?” A well-timed open question does wonders. If we look at the same situation through a design lens, rather than doggedly enforcing your idea, you might say, “We both care about creating a great user experience. How can we integrate our perspectives to reach that goal?” By committing to finding common ground rather than seeking validation, you shift the conversation towards co-operation and mutual respect. This approach not only de-escalates conflict but also strengthens relationships and builds trust. When solidarity is the priority, difficult conversations become more productive and meaningful for everyone involved. You've got this. Love,
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Enabling senior design professionals to be more influential within their organisations. ✨ Author of this human and design character, published by BIS Publishers.📚
Curiosity killed the cat. Did it though? When we work with people within our organisations, sometimes we forget they are also humans, with squishy insides and their own insecurities, fears and concerns. We see their role, not the person. It's easy to get defensive if you feel their point of view is questioning your own... but we have an antidote for you... STAY CURIOUS! This is the third principle of how to have better difficult conversations—Exploration over Defensiveness. Every conversation...
This is the first principle of having - better - difficult conversations. Humans make assumptions; it's a short cut to meaning making. And, they will inevitably pop up in difficult conversations, but... You can choose to make them work for you rather than against you. Start by assuming there’s information you don’t have yet or perspectives you haven’t considered. This shift keeps conversations open and productive, rather than defensive or confrontational. ✅ For instance, if a team member...
Can't live with them, can't live without them. Difficult conversations are those things we know we need to have from time to time and yet, most of us are experts at avoiding them. Until now... Let's look at the anatomy of a difficult conversation so we can better address them when they arise. According to author Fred Kofman, from his book 'How to Build Value through Values', a difficult conversation can be broken down into the following three elements: A bit more detail: 1. The It: When...