What would be a Win?
This is a great question to ask when faced with any difficult meeting or conflict situation- "What would be a win?"
If I finished this meeting or situation well, what would it look like?
When asking this question, it takes us beyond the emotions of the moment, the fear of the conflict and the worry about how we may come across, and instead takes us to a place where we look for a positive outcome- for all involved.
When working through this question with clients, we have had all sorts of answers including:
"A win would look like me being able to communicate my thoughts effectively, whilst keeping my emotions under control."
"A win would look like me being able hear what the others have to say."
"A win would be if we can finish this working relationship well."
What would a win look like for you? And what steps do you need to take to make that win happen?
For more information on effective communication, team work or conflict management, book a free initial zoom session: https://calendly.com/multiplycoaching/newclient
or message us.
Money
According to HR magazine:
More than 1 in 3 workers experience conflict at work and it costs around £1,000 for every UK worker/year.
An estimated 9.7 million employees experience conflict at work in the UK each year.
This equates to an estimated spend of £120 million in informal resolution and early intervention, and £140 million on mediation.
Why?
When we see statistics like this, it is good practice to ask why.
We think this is because most employees or volunteers are not equipped or taught to speak up, speak well or listen well in difficult conversations.
This means that they either:
Keep quiet, then mutter or complain later to the wrong people
Speak up, but speak badly, without consideration of their words or body language, resulting in increased conflict and emotion.
Speak up and listen badly, resulting in poor understanding and communication in the company.
What if we could teach employees how to speak up, speak well and listen well? We could save thousands per year!
If you would like to train your employees in this area and save money, time and stress for yourself and your business, contact us- we can do bespoke training for your organisation.
Contact us for more information.
Grievance
Grievance:
If an employee has a concern or problem at work it is good practice for them to raise it informally at first, unless it is a serious complaint.
We were contacted by someone who had a grievance raised by their manager. and wanted to know how to deal with the grievance meeting.
We talked through the grievance and how to speak well in the meeting- keeping the emotions low, the fact clear and making sure they brought the best of themselves to the meeting.
Formal Grievance procedures are becoming more common and it is essential to know how to best approach these meetings.
If you want to find out more about handling a grievance procedure from the employee or employer perspective- contact office@multiplygroup.co.uk or message us.
Training
Recently, we did some training for a public facing charitable organisation.
They had been experiencing a high volume of difficult conversations and angry clients, and had asked us to train the volunteers.
We did a 2 part training on working well with others- helping the team identify of background conflict that could be reduced, and how to approach and work well with angry people, whilst keeping themselves safe.
Feedback was overwhelmingly positive, including the comments seen on the photo.
If you would like to book in training for your team. Contact us on office@multiplygroup.co.uk or message us.