{"id":24370,"date":"2013-10-14T15:45:24","date_gmt":"2013-10-14T13:45:24","guid":{"rendered":"http:\/\/www.myza.co.za\/2013\/10\/2-types-of-crucial-moments-that-we-all-face\/"},"modified":"2013-10-14T15:45:24","modified_gmt":"2013-10-14T13:45:24","slug":"2-types-of-crucial-moments-that-we-all-face","status":"publish","type":"post","link":"https:\/\/www.myza.co.za\/press\/2-types-of-crucial-moments-that-we-all-face\/","title":{"rendered":"2 types of crucial moments that we all face"},"content":{"rendered":"

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Performance management, execution and delivery are crucial moments for any organisation, says Helene Vermaak, clinical psychologist and co-founder of The Human Edge. Crucial moments are periods when you experience inappropriate behaviour and if you do the right thing in these moments, it will significantly impact on your results and relationships. Conversations during these moments are sensitive, emotionally charged and risky. Unfortunately, many tend to shy away from having conversations at these times because they are emotionally unpleasant and difficult. But if you don\u2019t have these crucial conversations, you could risk irreparably damaging your organisation.<\/p>\n

There are two types of crucial moments that we all face \u2013 either in our organisations or personal lives:<\/strong><\/p>\n

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  1. Moments of disagreement: The question we ask ourselves during these is: \u201cAm I going to speak up and speak out because I know that if I don\u2019t speak out I will act out?\u201d<\/li>\n
  2. Moment of disappointment: During these moments, you need to ask: \u201cHow do I deal with those moments of disappointment?\u201d<\/li>\n<\/ol>\n

    You need to identify these crucial moments because, nine times out of ten, there is a crucial conversation that you need to have when these moments occur.<\/p>\n

    How do you handle crucial conversations in your organisation?<\/p>\n

    There are two ways people handle crucial conversations. They resort to \u2018violence\u2019 or \u2018silence\u2019:<\/strong><\/p>\n

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    1. Violence<\/span> can be: Controlling behaviour; Labelling, i.e. where we put certain labels on people and try to manipulate them through these labels; Verbal attacks and Physical attacks (in extreme cases).<\/li>\n
    2. Silence<\/span> is when you clam up and don\u2019t interact with the person you\u2019re having a problem with.<\/li>\n<\/ol>\n

      To ensure a successful outcome in a communication situation, all participants in the conversation need to get to a place where they feel safe to let their guard down. In other words, everyone needs to have the same goals in mind for the interaction. It is crucial for everyone to be on the same page because if they aren\u2019t, they\u2019ll resort to extreme violence or silence \u2013 which won\u2019t solve anything.<\/p>\n

      Not all conversations are crucial conversations \u2013 If the culture in your organisation is relatively sound, only 10% of all conversations are crucial. But this 10% is significant as these interactions have the power to make or break you and your organisation.<\/p>\n

      So how do you know when you need to have a crucial conversation? The answer, says Helene, lies in when you feel stuck. And you know that you feel stuck when you don\u2019t get the results you want in your organisation but you can\u2019t figure out how to turn the situation around.<\/p>\n

      When you face these three elements, you know you need to have a crucial conversation:<\/strong><\/p>\n

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      1. When you and someone else have opposing opinions,<\/li>\n
      2. When there are high stakes that will impact your results significantly if you don\u2019t address them, and<\/li>\n
      3. When you have strong emotions about a situation.<\/li>\n<\/ol>\n

        You must speak up in a respectful manner \u2013 There is nothing wrong with speaking up and making your feelings known but you need to do this in such a way that you don\u2019t damage relationships because if you do, your conversation won\u2019t be successful.<\/p>\n

        To do this right you need a special set of tools:<\/strong><\/p>\n