Team, I was reflecting on Brooking’s comment on the fact that companies seldom train their employees in having difficult conversations, and remembered that I actually attended a Monitor Training two years ago on “productive interactions.” I included two marked-up handouts (above). The first presents a framework for thinking about the interaction (framing–>acting–>results) and differentiate between “unilateral” and “mutual learning” approach… The second highlights the importance between advocacy and inquiry in the conversation. I’ve heard lots of my colleagues reference this training during the merger as a powerful tool that helped them get through painful phone conversations… Anyways, hope it’s helpful!

I really enjoyed our time together today, Jess