attachment_1 - 2023-07-10T152920.596

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Kirinyaga University College *

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301

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Management

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Nov 24, 2024

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docx

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SBI Conversation Model As leaders, we need to be able to navigate performance management conversations effectively and efficiently. These conversations can be uncomfortable, thus is a difficult conversation. The SBI Model is a simple framework that can be used to plan and prepare for difficult conversations. Imagine you are managing your team’s performance regarding the completion of the Team Project Presentation. Use PRJ-3 as a tool to practice having performance management conversations. Aim to create a psychologically safe space and go for learning with a growth mindset. No two individuals or conversations are the same, plan accordingly. Instructions 1. With the SBI Model outline what you plan to say to each team member by addressing: A current unresolved conflict (see example above) A resolved conflict and address how to navigate conflict more effectively in the future Your expectations regarding how your team plans to complete the project Any concerns you may have (how effectively your team works together, building stronger trust, workload distribution, respecting one another, etc.) Team members’ areas of improvement regarding their leadership capabilities 2. Your statements should… Represents an accurate, bias-free peer evaluation of your colleagues' participation (tailored to colleagues’ leadership development priorities) Reflects the characteristics of high-quality, constructive feedback using real/practical examples (both of strengths and areas of improvement, tailoring to leadership priorities) 3. Using course concepts provide a brief explanation of how and why you have planned the conversation. Team Member [Insert Name here] Set the Scene… One-on-one in a quiet safe space where the other person feels comfortable. I would start with a bit of chitchat and show interests in the person’s professional and personal life. Situation Do you remember when we were discussing the change steps for NASA in week 4? - No = It was toward the end of class, when were trying to finalize our steps. - Yes = What was your perception of how well the team was working together? Behavior From my perspective, it seemed like you were becoming upset with Joe. ( Invite discussion to understand their perception and gain a more accurate picture of the situation.) Can you tell me about what was happening from your perspective? Impact During that time, I felt really uncomfortable, and I did not know what to do. Joe messaged me after class, and it seemed like he felt personally attacked, unheard, and undervalued. The other team members also sensed tension within the group and started to withdraw from the activity. Rationale I am concerned about the team’s morale now. I do not want there to be any tension between anyone. It is very important that we maintain an open, inclusive, and safe working environment. I would like to help you resolve this, so we can all work together and get an HD on the Team Project. Preferred Behavior If you feel like that again in a team meeting or if something happens that upsets you or causes negative feelings, what could we do to help you feel more comfortable or resolve the situation? I want to support you and determine how I can best help you. One thing we could consider doing when anyone in the team starts to feel tension, we could take a break and regroup once we all have had a chance to step away and clear our minds. When we take a break, however, I do not want you to feel unheard or undervalued either. I am happy to chat with you and work through what happened. It is also important that you feel safe and included as well. Maybe we could run to the café downstairs and grab a coffee or something just to step away for a moment? What do you think? What would work best for you? Do you have any ideas? Rationale for Preferred Behavior This will help us improve communication and hopefully prevent this from happening again. It also allows everyone time to assess how they are feeling and then we return, we can discuss the best method to address any concerns in an understanding, inclusive, positive, and constructive manner. 1
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Team Member [ Grace] [ Tommy] 2 Strengths Be specific and provide an example of when you witnessed this strength . 1. Empathy 2. high efficiency 1. A great listener. 2. Emotionally stable 1. skill grou 2. R 2 Suggested Areas of Improvement Be specific, provide examples, and if possible, relate to their leadership capabilities from PRJ-1. 1. Weak presentation skills, timid to communicate with the professor. Doesn't take the initiative to seek help from the teacher when she has questions about the content of the lesson, and needs her group members to ask the teacher on her behalf. 2. Lack of communication skills When completing PRJ2, often rushed other group members to complete the task, which made others feel pressured. 1. 1. Lack of Working in Teams ability and low participation. Often playing with cell phone alone during tutorials and not participating in classroom group discussions. 2. inefficiency In group work, every time the task is done at the last minute. 1. With respect to one thing that you suggest they improve (from your 2 Set the Scene… (Location, time of day, F2F/call, etc.) Indicate the place, time, way, and opening of the conversation Immediately following a group discussion session with my fellow group member students, I would conduct the conversation in the field under a shade. The conversation would occur during preps in the afternoon, when there are no classes. I would commence the conversation by sharing with Grace about the break session. Immediately following a group discussion with my fellow students, I would lead a conversation in the field under a canopy. The conversation would take place during midday break, when there are no sessions. I would begin the conversation by complimenting Tommy's attentiveness during the group discussion and praising his emotional stability. Imm disc wou unde take begi appr and disc S: Situation Help the other person recall a certain scene of the release related to the subject of the conversation Today, just before noon, we had a group discussion class where we were given some assignment to discuss in a group and consult from the lecture in case of any concern. Do you remember? During today's group discussion, which occurred just before noon, we discussed extensively what the lecturer had taught earlier. Do you recall? Do y sess you liste B: Behavior Describe the other person's behavior (specific behavior, language, non- verbal expression and action) I observed that you encouraged us to ask questions to the lecturer, but you never asked a question on your own. From my perspective, you showed lack of the confidence to approach the professor and pose the query. What do you wish to say about this concern? I observed that you spent the majority of your time on the phone and that you never appeared to pay close attention to what we were discussing. What is your opinion on the matter? You had assis the d belie grou com your I: Impact What are the consequences caused by the other party's words and actions (you, other team members) I felt terrible for you after observing your difficulty in deriving an indirect answer from the lecture. In addition, I heard a few of the group's student’s complain that you were making them uncomfortable by making them ask the questions on your behalf. They Am concerned because, as a member of your group, I felt distracted by your action and consequently was unable to concentrate completely on the discussion. We were also annoyed that you were in the group but never participated. Sinc the t sess com dish this conv
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