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Candid Conversations

If your team don’t say what they need to say to the person who needs to hear it; avoid saying what they think for fear of ‘getting it wrong’ or being ‘shouted down', your team will not be as resilient as it could be.


By LYNN SCOTT

Lynn Scott Coaching

This week… it’s all about candid conversations.

I’ve written extensively about ‘difficult conversations’ before so I’m not going to repeat myself.

What I will say is this:

If your team don’t say what they need to say to the person who needs to hear it; avoid saying what they think for fear of ‘getting it wrong’ or being ‘shouted down’…. Your team will not be as resilient as it could be;
If your team works in silos or cliques; doesn’t challenge its own members’ poor performance or congratulate its members’ great work…. Your team will not be as resilient as it could be;
If team members agree to take responsibility for key actions at meetings then don’t deliver, don’t challenge each other’s thinking in a constructive way (groupthink, anyone?!), don’t ask for or give useful feedback… your team will not be as resilient as it could be.

Not only will your team not be as resilient as it could be but it will not be as focused, productive or engaged and it certainly won’t be doing its very best work.

So where to start with candid conversations when there’s so much to do?

Developing some team norms will be a great starting place for some teams.

Others would benefit from some ‘paired conversations’ of the type I use in my team coaching work.  This is simple and yet one of the most powerful things that will help individuals and teams start to have those candid conversations.

Yes, it’s that first step again.

If you’d like to know more about what those paired conversations look like for your own team then please get in touch via pat@lynnscottcoaching.co.uk

Next week:  Resilient Thinking

Lynn Scott


This Page was last updated on: 31 May 2016

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