Effective Confrontation | Simon Sinek

00:05:01
https://www.youtube.com/watch?v=2M_kCCcNDts

概要

TLDRLa gestion intermédiaire est un positionnement clé dans les organisations, nécessitant un équilibre entre des objectifs à court terme et une vision à long terme. L'importance de l'empathie et de l'honnêteté dans les relations de travail est soulignée, ainsi que la nécessité d'aider les autres à gérer des difficultés. Pour mener des conversations difficiles, une méthode de confrontation efficace est proposée, axée sur trois éléments fondamentaux : comment on se sent, quel comportement a causé ce sentiment, et quel en sera l'impact. Cela encourage une prise de responsabilité et une meilleure compréhension entre collègues et supérieurs.

収穫

  • 💼 La gestion intermédiaire est cruciale et difficile.
  • 🌟 L'empathie et l'honnêteté doivent guider les interactions.
  • 🗣️ Utiliser la technique de confrontation efficace pour améliorer la communication.
  • 🔄 Exprimez clairement vos sentiments et les comportements spécifiques.
  • ⚠️ Évitez les généralisations pour une communication précise.
  • 🤝 Aidez les autres à gérer les défis de manière efficace.
  • 📈 Les décisions prises peuvent avoir des effets en chaîne.
  • 📅 Préparez-vous avant d'entrer en confrontation.
  • 🙌 Le leadership nécessite une formation continue.
  • 🔍 La responsabilisation est clé pour un travail d'équipe réussi.

タイムライン

  • 00:00:00 - 00:05:01

    La gestion intermédiaire est un défi car elle nécessite d'équilibrer les tâches immédiates et les objectifs à long terme. Bien que les tâches de première ligne soient plus concrètes, les responsables doivent adopter une vision infinie, consciente des impacts de leurs décisions. Apporter de l'empathie et de l'honnêteté dans les interactions peut aider, tout comme enseigner les techniques de confrontation efficace, qui reposent sur l'expression des sentiments, des comportements spécifiques et de l'impact de ces comportements. Une approche précise améliore la communication et favorise la responsabilité parmi les membres de l'équipe.

マインドマップ

ビデオQ&A

  • Pourquoi la gestion intermédiaire est-elle difficile?

    Elle requiert l'équilibre entre des tâches à court terme et des objectifs à long terme.

  • Quels éléments sont nécessaires pour une confrontation efficace?

    Exprimer ses sentiments, décrire le comportement spécifique et son impact.

  • Quel est le rôle de l'empathie dans la gestion?

    L'empathie permet de mieux comprendre et aider ses collègues et supérieurs.

  • Comment la communication peut-elle être améliorée en milieu de travail?

    En utilisant des techniques de confrontation efficaces et en évitant les généralisations.

  • Pourquoi est-il important de gérer ses supérieurs?

    Pour favoriser une communication claire et éviter des malentendus.

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    the most difficult but also the most
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    important job in the world and here's
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    the reason because when you're in the
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    front lines it's mostly finite like make
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    beginning middle end right but you have
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    to have the concept of infinite because
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    you have to know that it's contributing
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    to something bigger and you have to know
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    that it's not just about the sale it's
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    how you do the sale so that they'll come
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    back again and tell their friends so
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    there's a but as you move your way up
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    the ranks when you get to senior senior
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    senior it's mostly infinite with a
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    little bit of finite because you have to
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    know that the decisions you make have
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    ripples middle management sucks because
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    you have to balance both exactly right
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    and and you you learn to become a
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    translator and I think the the solution
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    that often works best is empathy and
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    honesty right so one of the things I
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    would recommend is you're focusing on
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    how do I help the people manage this
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    influx of difficult and they say we
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    don't cuz he doesn't appreciate and he
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    never gives us the chance and he never
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    says yes and all of this stuff for you
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    now to turn your attention to him
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    because there's a good leader you want
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    to help him grow and you said he's
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    open-minded ish right so he's a good
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    person and we can just assume that maybe
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    he's never had the leadership training
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    that he needs it's not a bad guy he just
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    kept getting promoted right
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    he's already tired no no that's normal
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    if you're good at your job you get
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    promoted but you get promoted to do the
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    job you to lead others who do the job
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    you used to be he's open to my advice
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    and he often thanks me and I said you
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    rather thank Simon but he's not open to
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    your well that's okay but make it your
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    own it doesn't have to be mine he
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    doesn't have to be mine it doesn't
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    matter whose name is on is on it it's
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    ridiculous that's fine make it your own
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    but the point is is I would learn the
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    technique of effective confrontation
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    right right I wrote about it I'm going
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    along no no no I know what do you mean
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    yeah okay let's change use the effective
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    confrontation on my husband all the time
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    he doesn't know it okay that's
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    manipulation that's different that's
  • 00:02:10
    Simon before we get into it so here let
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    me know I'll tell you really quick what
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    if I don't effective conversations
  • 00:02:14
    effective confrontation always requires
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    three things we came up with an acronym
  • 00:02:20
    for it but remember what the acronym is
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    but it requires three things right you
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    have to have you have to be able to
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    state how you feel o FBI FBI feelings
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    behavior impact right so you have to say
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    specifically how you feel you have to do
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    better than happy sad angry right you
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    have to say and you could I'll tell you
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    all the way oh you have to say
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    specifically the behavior that they did
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    that that that is caused the feeling and
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    you have to say the impact if that
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    behavior continues you cannot make it
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    generic it has to be specific those
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    three things can be in any order but
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    they all have to be there we've gamed it
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    out with one and two and it does not
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    work you have to have all three the
  • 00:03:06
    order doesn't matter and it goes
  • 00:03:08
    something like this
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    you cannot say you're always late to
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    meetings
  • 00:03:13
    you need to come to meetings on time
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    otherwise bad things will happen right
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    because you're making a generic because
  • 00:03:20
    they'll say I was at the meeting on time
  • 00:03:22
    on Thursday and you'd be like yes yes
  • 00:03:25
    you were but in general and that's what
  • 00:03:27
    ends up happening it falls apart so you
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    have to write down the statement so you
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    know it you have to know it before you
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    you have to be prepared for this
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    confrontation so you would say something
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    like when you showed up to the meeting
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    late on Thursday even though it's all
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    the time you pick one when you show up
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    to the meeting late on Thursday I feel
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    very disconnected from you and my
  • 00:03:50
    concern is if that you continue to show
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    up late to meetings that this condition
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    then this the disconnection will grow to
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    the point where I'll stop trusting you
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    and then you shut up so you would say to
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    him when you when you heard that idea
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    you can say I'm good I'm completely
  • 00:04:07
    confused or I'm completely stuck because
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    on Thursday in the meeting
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    you said you wanted this and when our
  • 00:04:15
    people gave us this you rejected it and
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    my fear is if you continue to do that
  • 00:04:21
    they will stop caring and then you shut
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    up and then when he says yeah but they
  • 00:04:31
    don't understand that or you repeat the
  • 00:04:33
    statement and he says yeah but you did
  • 00:04:36
    it or you repeat the statement and and
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    believe it or not that statement works
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    extremely well to make them start taking
  • 00:04:42
    accountability so it's about managing up
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タグ
  • gestion intermédiaire
  • empathie
  • communication
  • confrontation efficace
  • responsabilité
  • leadership
  • management
  • sentiments
  • comportement
  • impact