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Overview of Episode #16:

Hear Cobb EMC's Director of Talent Management Ron Younker and I talk about how to have those tough conversations. Ron brings real world insight and fresh ideas from his 30+ years of experience.

We cover:

• How to Hold Those Tough Conversations
• The Power and Simplicity of Holding 'How's it Going?' Meetings…
• Performance Management Litmus Test: Four Questions to Ask Employees
• A Bright Idea: Peer Mentoring for Growth and Support for Leaders
• Biggest Struggles for Leaders in the Area of Performance Management
• One Thing You Should Always Do When Having Tough Conversations

Timing on Recording: @ 4:44---

Topic #1: Ron Younker's Background and How to Hold Those Tough Conversations

• Will often have "constructive tension"
• Create safety
• Describe the behaviors - Use the litmus test of "Did I hear it, did I see it?"
• Ask the person what s/he thinks
• Listen actively
• Remember: having the conversation is a gift you are giving the employee
• Be sure to remember to recognize people for great work. (Gallup Research)
• Match the recognition to the person. (DISC Styles overview video here.)
• Breaking down development: 70% is through experience, 20% comes from mentoring and coaching, 10% training
• Help employees move through problems/experiences or pair them up with a mentor, don't just throw people into training.

Timing on Recording: @ 32:40 ---

Topic #2: The Power and Simplicity of Holding 'How's it Going?' Meetings…

• Scheduled meetings with employees to stay in touch – make them a regular expectation.
• Used to stay in tune with employees – what hurdles they are facing.
• Hold more of these if you are in an active coaching situation – meet weekly. But if there are no real issues you can meet every 2-3 weeks.
• Let them start…
• Usually 30-45 minutes long.
• Always asking, at the end, "What can I do?"
• Leadership is about enabling people to get their work done.

Timing on Recording: @ 36:36 ---

Topic #3: Performance Management Litmus Test: Four Questions to Ask Employees

• 1) What are the objectives you are trying to achieve?
• 2) What are the behaviors and values your department is focused on?
• 3) How are you doing?
• 4) What are you doing to get better?

Timing on Recording: @ 44:10 ---

Topic #4: A Bright Idea: Peer Mentoring for Growth and Support for Leaders

• Create a "Board" of 2-3 peer leaders.
• Consider these folks as your accountability partners.
• Confidential discussions.Talk about real issues and challenges and sharing of best practices.
• This helps develop a common mindset among all of your leaders.
• A lot of companies keep safety at the forefront of their work. We hold meetings about safety every week and month. There is a continuous dialogue. As leaders we ought to doing the same thing so that it all stays fresh so that we're sharing best practices and always learning.

Timing on Recording: @ 50:15 ---

Topic #5: Biggest Struggles for Leaders in the Area of Performance Management

• Letting problems fester by turning our heads - do not have the courage to have the conversation – must display courage.
• Must realize that having the conversation is a gift you are giving that employee.
• Let wise people who've done it before – show you how to do it.

Timing on Recording: @ 53:53 ---

Topic #6: One Thing You Should Always Do When Having Tough Conversations

• Take great notes. --- Write out the conversation in advance – this will help you have the courage. --- Create thoughtful notes for recognition and development. --- Demonstrates respect.

Timing on Recording: @ 58:30 ---

Topic #7: Final Notes and Recommended Resources

• The Annual Review discussion should never be a surprise.
• The role of the leader – developing employees should be near the top, along with getting stellar results.
• Center for Creative Leadership
• Crucial Conversations: Tools for Talking When the Stakes Are High - Click this link and get a free audio book download with a 30 day trial by using Suzie's affiliate link: www.pricelessprofessional.com/audible

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Related Wake Up Eager Workforce Podcasts: Being a Best Boss - An Interview with VPHR Dr. Randy Reece August 2015 Newsletter - The Three Step R.E.V. Performance Process

Related Service: Effective Communication eCourse -W.P.S.A. - Four Step Communication Template for Having Tough Conversations

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