Is within bounds of corporate and state HR guidelines. Prep for convo, be clear in communication, identify next steps, ask what help do they need and make an action plan, document, etc.Īre the 5 steps to intentional impact and how I’d be working through a convoĪlways, work with your HR and compliance departments to ensure the conversation Whatever is true –– lean into those beliefs to serve best.ĥ) What actions will you have to take now? i.e. that they’re a valuable human, they have feelings, they’ll do better elsewhere, this termination is in the best means for all, you’ve done EVERYTHING you can to avoid termination (given feedback, etc.), you want to help them, etc. present, clear, in service of, not rushed, caringĤ) What will you have to believe to show up that way? i.e. Finally they have brought all of that knowledge together and distilled it. And you feel present, caring, and tuned in (this is personal for you, think this one through, these are just my top thoughts of what I’d want)ģ) How will you have to show up to create this impact and outcomes? i.e. Blanchard, a leading management consultant and author of The New York Times best seller The One Minute Manager, and his colleagues at the Ken Blanchard Companies have spent over 25 years helping leaders and organizations become great and remain great. they feel seen, cared for, dignified, and valued. They know they’re terminated, they know why, and we have clear next steps.Ģ) What emotional impact do you want to have on them? On you? i.e. Personally for yourself and since you’re asking, here’s where I’d be looking:ġ) What outcomes do you want from this convo? i.e. Impact for the conversation…those 5 steps are better thought through really You can answer those clean, now you can move into the 5 steps to intentional What energy are you bringing to that conversation?Īre you present to how this will impact them? How?Īre you present to how you’re showing up? How? What are your intentions for this person? How are you regarding them? This is a presence thing –– you can have the best “convo and process” ever but if your IEP is not clean and in service of, it will be harder to have the best outcome. Okay… offered here as food for thought to integrate into your process as it resonates and feels congruent for you….įirst, #1, Your Intentions, Energy, Presence (IEP), and regard for this human are going to be the most important thing in that convo. Handled with clear intentions, energy, and presence, you’ll have a betterĬhance of creating a positive and productive experience for both… My heart goes out to both of you, that is a tough conversation to have, however Here is Anese’s written response, which she has allowed us to share: How do I tell a 25-year employee that he is going to be terminated? A Soundview Live Webinar attendee submitted a question for recent presenter Anese Cavanaugh, asking:
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