The political climate feels overwhelming, and I often hear strong opinions at work that don’t align with mine. I value Crucial Conversations and know the skills can help, but I also feel vulnerable and unsure whether discussion of politics belongs in the workplace. Is it okay to stay silent without damaging relationships or credibility? How do I find the right balance between authenticity and self-protection?
I am working on my skill set of leading others. This is new to me, so I’m trying to learn how to give effective feedback on their work. I worry that I won’t be helpful, or worse, they’ll get defensive and I will lose future opportunities to give feedback. Any suggestions?
When my coworker follows up on my projects, I usually answer fine. But sometimes I get the sense that he’s checking up on me and checking my work, and I lose patience and lash out at him. How can I deal with this situation?
Little of consequence happens in the world without cooperative activity. The primary ability that enables human beings to thrive is our capacity to work together toward common goals. So, it’s no wonder that the various teams in our lives (work teams, marriages, families, parent/teacher organizations, etc.) produce both our greatest joy and our most persistent agony.
How can I maintain a healthy relationship with my partner when political discussions consistently escalate into verbal abuse? While we have an otherwise loving relationship, his angry reactions to my political views are damaging our communication. His views lean one way, and I lean the other, and if we discuss politics it turns into him cutting me off, digging into his views, and calling me stupid and other names. What can I do?
Dear Crucial Skills, How do you deal with sensitive employees who become overly emotional when held accountable? Signed,Tiptoeing Dear Tiptoeing, This is such a challenge! It’s the main reason people don’t hold others accountable—because they become emotional and defensive. Two questions I want to address: When I teach or coach leaders, I find that many …
As a manager, how can I prepare to have a Crucial Conversation about someone’s performance, especially when that person feels they are doing brilliant work and I think differently?
I am a very direct individual. I struggle to work with anyone who is not direct, who is conflict-avoidant, and who does not speak up to ensure we work together effectively. Trying to make it safe for people like this feels like coddling and a waste of time. I think it’s good to learn skills to speak up, but I don’t see the benefit in placating to people who are insecure or introverted or both. Am I missing something?
We’re all aware of the benefits of knowledge. We’ve come to know that knowledge is power, and education has an immense impact. But I’ve concluded that, when it comes to teaching and training others, there is a downside to knowledge.
Dear Crucial Skills, I have a coworker that I just can’t stand. He is good at his job, but I struggle to get along with him because he is so opinionated and narrow-minded. He has an opinion about everything and can’t fathom any other viewpoint. I’d rather go to the dentist than be in a …
