Remedy Blog by Lorraine Segal
Although you can’t control the outcome of a difficult conversation or meeting at work, you can take inner action to support an effective conversation and a good outcome.
A brand new coaching of client of mine was facing a difficult workplace meeting before we could even schedule our first session. She had made a complaint about long standing problems occurring at work, and was supposed to meet with both her manager and the head of HR. She asked me if I had any quick tips to give her. I told her I couldn’t give her specific help without knowing the particulars, but here was my advice in general:
I encourage you to stay calm, frame things positively, not take things personally, and offer suggestions for helpful change going forward.
She thanked me after the meeting and said my suggestions had been very helpful to her.
Why did these simple suggestions help her? Let’s explore each one.
In the many workplaces with dysfunctional people or systems, there are no guarantees that the outcomes will be what you want, but these tips certainly improve your odds of a positive conversation and positive change.
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