PEACE Model for “Doing” Difficult Conversations in the Workplace

Posted in : 2014 on 20 March 2014
Michele Berry
Charis Consultancy Services

What makes a conversation “difficult”? The content of the conversation; the persons involved in the conversation and/or the potential outcome of the conversation can all contribute to the feeling and experience of difficulty.

If difficult conversations are avoided however the impact in terms of “raining feelings” in the workplace, toxic relationships and inefficient teams are immense with many potential negative outcomes to individuals, productivity and the profitability of the organisation.

At our two-day Managing Difficult Conversations workshop, the essential strategies and skills

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This article is correct at 20/03/2014
Disclaimer:

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Michele Berry
Charis Consultancy Services

The main content of this article was provided by Michele Berry. Contact telephone number is 028 9050 4871 or email info@chariscs.co.uk

View all articles by Michele Berry