Download Managing Sticky Situations at Work: Communication Secrets by Joan C. Curtis PDF
By Joan C. Curtis
Dealing with Sticky occasions at paintings: conversation secrets and techniques for achievement within the office offers employers and staff the instruments they should get to the bottom of uncomfortable, unproductive office conflicts in a forthright, delicate, and systematic means. This valuable and well timed identify offers readers examples of universal, real-life place of work occasions, up with a brand new and powerful strategy to respond—the Say It correct version of communication—applied to every case.Managing Sticky occasions at paintings levels over a myriad of all-too-familiar difficulties regarding and affecting bosses, co-workers, consumers, and subordinates. Examples come from the overall healthiness care professions, info expertise businesses, small companies, retail, the general public quarter, and different assets. From back-stabbing and character clashes, to bullying bosses and awkward workplace romances, to beside the point net use and nasty emails, it supplies readers recognizable eventualities, useful ideas, and the parameters to assist them "say it the best option" while it's time to act.
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Managing Sticky Situations at Work: Communication Secrets for Success in the Workplace
Dealing with Sticky occasions at paintings: communique secrets and techniques for fulfillment within the office offers employers and staff the instruments they should get to the bottom of uncomfortable, unproductive place of work conflicts in a forthright, delicate, and systematic method. This worthwhile and well timed name supplies readers examples of universal, real-life office events, up with a brand new and potent strategy to respond—the Say It greatest version of communication—applied to every case.
Extra resources for Managing Sticky Situations at Work: Communication Secrets for Success in the Workplace
Example text
He also did not enter her office in a defensive mode, he entered in a curious mode. Specify the Problem. The main problem Peter identified was that Angie did not spend enough time with him at the outset of a project and once she got the design, she refused to specify what was wrong. Invite the Other Person to Talk. Peter persisted in asking Angie for her input on the particular project in question. He pushed her until she gave him specific feedback. Join Feeling with Fact. He shared his frustration with her impatience and apparent unwillingness to give him solid, constructive feedback.
Firm management is overly paranoid. There won’t be any security leaks. Don’t worry about that. You’ve got to trust me. Everything will be fine. ’’ Cynthia felt as if she’d been hit with a cement boulder. ‘‘I promised firm management. They trust me. I can’t just do this and not tell them. That’s exactly what I promised them I would not do. ’’ ‘‘Listen, Cynthia, you have no choice. This call center is a done deal. ’’ He rises to leave. Cynthia gets up, too, not sure what she will do. Sticky Situations with Your Boss 41 APPLYING THE SAY IT JUST RIGHT MODEL DECISION POINTS Cynthia determines the costs.
How could you possibly deal with a crazy sociopath? The fault for everything that’s gone wrong lies with your boss, right? Perhaps the boss is not as mentally imbalanced as you think. Perhaps you just did not say it just right. ARE YOU A DIFFICULT PERSON? Read each statement and rate it as truthfully as you can. Does the statement sound like something you’d say or do? 1. I can’t wait to finish conversations with other people. Less True 1 2 3 4 5 More True 2. My staff tells me I’m a very demanding leader.