Top Highlights

• It’s essential first to address emotional needs in any conflict to be able to move forward to the facts part. For this, I love the format Nonviolent Communication.
• It’s essentially formulating a statement that includes an observation, how it made you feel, what you need, and a concrete action request towards meeting this need.
• What if the conversation started safely, but you notice the other person is becoming more silent or retreats to verbal violence? This might show through: Sarcasm Sugarcoating Phrases like “some people” instead of “I” when sharing opinions Changing the topic Withdrawing from the conversations Using absolutes (the worst, the best, the only) Name-cal...
• What should this conversation bring about? It’s helpful to prepare this question from different perspectives: What do I want for myself? What do I want for the other person? What do I want for our relationship? What do I want for our organisation?
• For example, it differs greatly how literal and direct people like to say things. With my quite explicit Austrian nature, I’m having a hard time recognising when my colleagues from the UK subtly try to tell me I’m doing something stupid. And the other way around: what I deem a considerate way to deliver feedback might be quite upsetting to others.

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