Veja como você pode lidar com conversas difíceis como um gerente de pessoas usando assertividade e confiança.

Para lidar com conversas difíceis como gerente de pessoas usando assertividade e confiança, prepare-se adequadamente, comunique-se de forma clara e direta, pratique a escuta ativa para entender pontos de vista, foque em soluções construtivas, gerencie suas emoções e siga com follow-up claro e responsável. Essas práticas promovem um ambiente de trabalho transparente e colaborativo, essencial para resolver conflitos e alcançar objetivos comuns.

Além de reunir fatos e planejar suas respostas, é essencial abordar as discussões difíceis com empatia. Tente se colocar no lugar da outra pessoa e entender suas preocupações e motivações. Isso não só facilita um diálogo mais aberto e honesto, mas também constrói pontes e fortalece relacionamentos. Ao demonstrar empatia, você cria um ambiente onde todos se sentem ouvidos e valorizados, o que é crucial para a resolução eficaz de conflitos.

Tough talks as a manager need both firmness and understanding. Here's how to handle them: 1. Get ready: Know the facts and think about how others might react. 2. Be clear but kind: Say what's wrong without being harsh. 3. Really listen: Show you care about what others think. 4. Use "I" words: Talk about what you see, not what they did wrong. 5. Focus on actions, not personal attacks. 6. Suggest fixes: Have ideas ready to solve the problem. 7. Stay calm: This helps keep everyone relaxed. 8. Check in later: Make sure things are getting better. Being firm doesn't mean being bossy. It's about speaking up for what's right while respecting others. The more you practice, the better you'll get at leading your team.

Lidar com conversas difíceis como gestor de pessoas requer uma abordagem assertiva e confiante. Prepare-se bem, reunindo fatos e exemplos específicos. Escolha um local privado e inicie a conversa com um comentário positivo para criar um clima receptivo. Seja claro e direto, utilizando declarações "Eu" para expressar suas preocupações sem parecer agressivo, evite utilizar "Eu acho" para não tornar a situação em um duplo sentido. Ouça ativamente e direcione a conversa para comportamentos ou desempenho específicos, evitando julgamentos pessoais. Proponha soluções e envolva o colaborador na busca de alternativas. Mantenha a calma, defina próximos passos claros e acompanhe o progresso, oferecendo feedback contínuo e apoio necessário.

Be empathetic. For managers and leaders, assertiveness is a vital skill. Assertive leaders can obtain the results they desire without bullying or demeaning others. It's an expression of personal beliefs & opinions, while also respecting that others are entitled to hold a different point of view. Be empathetic while raising your point of view in a tough conversation. Assertiveness is easily confused for aggression. However, your purpose is not to 'shout down' or impose your own opinion. Your goal is to help your team understand your point of view and to move forward to a mutually acceptable outcome. Maintaining respect for the other person's perspective can help you find solutions faster than locking horns over issues that create conflicts

Eine weitere Möglichkeit ist ein Opener in Form der Giraffensprache (gewaltfreie Kommunikation) anzubringen. Dadurch, dass diese mit ihren vier Schritten der Beobachtung, dem Gefühl, des Bedürfnisses und der Bitte eine gewisse Struktur mitbringt, kann ein Thema sehr strukturiert aus der Ich-Perspektive angebracht werden.

In kritischen Gesprächen passiert es oft, dass sich eine Seite durch die Verlagerung des Gesprächs auf Nebenkriegsschauplätze versucht, sich aus der Affäre zu ziehen. Das bringt mit sich, dass der wesentliche Kernpunkt an Fokus verliert. Hier gilt es, immer den Kern des Gesprächs zurück zum zentralen Punkt zurückzuführen.

#EmpathyInLeadership #TrustBuilding Empathy is a powerful tool. Imagine you're a manager facing a tense situation. By understanding and acknowledging the other person's feelings, you build trust and respect. This isn't weakness; it's strength. It makes others more open to your views and ready to work together. Like a bridge, empathy connects us and helps us find solutions together.

Gespräche laufen dann gut, wenn sie von Respekt und Vertrauen geprägt sind. Ein wesentlicher Punkt dabei ist, wenn man ein gutes Verständnis für die andere Seite aufbaut. Dazu gehört ein hohes Maß an Empathie. Empathie schafft ein hohes Maß an Vertrauen. Mitgefühl zahlt ebenso auf ein einfühlsames Gespräch ein.

Wenn Führungskräfte nur Kritik äußern aber keine möglichen Lösungen präsentieren, kann das oft für Frust auf Mitarbeiterseite sorgen. Durch das eigene Einbringen von Vorschlägen kann eine Führungskraft aktiv bei der Lösungsfindung mitwirken. Der Mitarbeiter bekommt hierbei eher das Gefühl, dass er die Unterstützung seiner Führungskraft erhält.

#ProblemSolving #Leadership When you spot a problem, don't just stop there. Offer a way to fix it! As a manager, suggest realistic, win-win solutions and invite others to share their ideas too. This shows you're confident and ready to lead change. Turning tough talks into teamwork moments builds trust and drives positive change.

#Leadership #FollowUp Don't let conversations end after the talk. Follow up to ensure actions are taken and offer support where needed. This shows you care about resolving issues and believe in your team's ability to improve. It reinforces your role as a proactive leader who sees things through. Regular check-ins keep communication open and build a stronger team.

As a leader it's important that you can have these hard conversations. If you can't than you shouldn't be in a leadership position. There's nothing that shows lack of leadership more than when you pawn those responsibilities on to HR. It not only erodes trust in your leadership, but in the company and it's culture or lack thereof as a whole. If you can't have those conversations than how do you expect your employees to come to you when they have something difficult to discuss? Not taking that leadership responsibility firmly shuts doors.