Confrontational Leader
Suggested Strategy: Using a Permission-Based Question paired with a Third-Party Question, you can bring the individual’s awareness to the perception of the way they approach others without bringing about defensiveness.
Suggested Questions:
Î Permission-Based Question + The Sword: “With your permission, and without assuming your intention, I would like to share some observations with you that I have made that might provide an opportunity for you to grow as a manager.” When permission is granted, share your concerns as perceptions to avoid seeming directive. Î Third-Party Question: If we were to ask your team how they would describe your approach to conversations with them, what do you think they might say and why?
Suggested Activities:
Î Role Play: Practice scenarios where the individual might typically seem confrontational or aggressive in a role play setting to give them an opportunity to analyze their tone without being put o n the spot outside of the safe space of your meeting. Present the individual with specific situations to practice with you, and afterward have them give themselves feedback on what they feel they did well in balancing their directive approach with sensitivity or a conscious effort to be persuasive rather than confrontational. Î Whiteboard Coaching: On the left side of a whiteboard, write down how the leader thinks their peers would describe their approach to conversations at work. On the right side of the board, ask them to describe what an ideal balance between being effectively directive
Made with FlippingBook. PDF to flipbook with ease