Don’t worry about problems that are not immediate. Research about the benefits of person-to-person conversations has implications for all kinds of workplace related conversations. Name the issue. Fierce Coaching builds on the ideas, objectives and principles of Fierce … Clarify the issue What’s going on? One approach to this issue is to reframe the problem. Master the courage to interrogate reality ; 2. The sudden loss and emotional shock is carried with us at home, and at work. The second element is interactivity, or encouraging conversations between departments and among coworkers. Subscribe to get summaries of the best books I'm reading. People should give their full attention and close any devices they’re using, such as laptops or cell phones. Come out from behind yourself into the conversation and make it real ; 3. Fierce Conversations is sold as “a way of conducting business, an attitude, a way of life.” Quite a claim. ― Susan Scott, Fierce Conversations: Achieving Success at Work and in Life One Conversation at a Time. Fierce conversations are designed to intensify relationships by interrogating the reality of both sides and ending them with conclusions that appeal to both observations. Unconsciously, we end our conversations as soon as we initiate them, too afraid of what we might say or hear." Instead, use the term “and” as a transition in this type of situation to show that not only is what we first said true, the next statement is also true. Sign up for a 5-day free trial here. If there is a Fierce Conversations SparkNotes, Shmoop guide, or Cliff Notes, you can find a link to each study guide below. Her perspective is also grounded in armchair psychology, especially the way people relate to one another. fierce® CONVERSATIONS Post-Training Discussion MANAGER GUIDE Coaching Conversations teaches how to have developmental coaching conversations using the Mineral Rights Model. Tackle your toughest challenge today ; 5. Each type is best suited for a different kind of goal. Tagged: Book, Conversations, Fierce, Minute, Scott, Summary, Susan, Tagged: 'First 2009 2010 2011 about Announces Annual Association Author Award Become Best bestSelling Book Books Business Career Celebrity Center Change Coach Company Conference Development Education Effective event- Expert Financial Fitness Free from Global Good Group Health help Helps High Host Inc- International internet into Keynote Launch Launches Leader Leaders Leadership Learn Learning Life Management Marketing Media more Motivation Motivational National Next Offers Online people Personal Present Professional Program Public Radio release Releases Reveals Sales School Secrets Seminar Series Show social Speak Speaker Speakers Speaking Students Success Successful Summit Talk Team their Through Times Tips Training ways Wins women World Year, Summary And Evaluation of Joe Navarro?s Louder Than Words, The Six Minute Book Summary of The Language of Trust: Selling Suggestions in a Globe of Skeptics by Michael Maslansky, 220 Emerald Way Vista #800, Las Vega, NV 89144, 'First 2009 2010 2011 about Announces Annual Association Author Award Become Best bestSelling Book Books Business Career Celebrity Center Change Coach Company Conference Development Education Effective event- Expert Financial Fitness Free from Global Good Group Health help Helps High Host Inc- International internet into Keynote Launch Launches Leader Leaders Leadership Learn Learning Life Management Marketing Media more Motivation Motivational National Next Offers Online people Personal Present Professional Program Public Radio release Releases Reveals Sales School Secrets Seminar Series Show social Speak Speaker Speakers Speaking Students Success Successful Summit Talk Team their Through Times Tips Training ways Wins women World Year. Trunk Decisions:  Make the decisions, but report the decision before acting upon it. People’s realities are always changing. By reframing the issue in that way, some shelters have been able to address their issues by redirecting resources and helping dog owners deal with problems that might lead them to bring their pets into a shelter. The result is a clearing of the air, a breaking of tension. Root Decisions:  Make a joint decision with the input of many people. This requires respecting their point of view and building understanding through empathy. She argues that by engaging in thoughtful discussions with others, we can fix problems as they arise instead of letting them reach a crisis point. Author Susan Scott believes that, too often, personal and professional conversations are unproductive, or even counter-productive. fierce® CONVERSATIONS Post-Training Discussion MANAGER GUIDE Fierce Foundations teaches the connection between conversations and results — including individual, team and organizational results. Be prepared to deal with conflict if the other person does not react to your words as planned. 3. When leaders and employees describe a business, they tend to focus on the outer rings of the circle: strategies, products, and services. Identify your most pressing issue – what the most important issue that needs to be resolved is. Every business is based on certain beliefs, such as its mission and values. The speaker in this video gives direct quotes and elaboration on very important qualities of the book’s information. These words, written by Susan, sank very deeply when I first read them. Susan explained removing the word “but” from our vocabulary; the reason for this being, if we began a statement with a compliment and then use the term “but” as a transition, this may lead the other person to believe that we just used that as an opener in attempt to keep their guard down. T his is a book review of Susan Scott’s Fierce Conversations: Achieving Success at Work & in Life, One Conversation at a Time.. Fierce Conversations: Achieving Success at Work & in Life, One Conversation at a Time. She added a good mixture of serious, in-depth elaboration of a topic and mixed it with a splash of humor throughout. Report the action(s) taken at regular daily, weekly or monthly intervals. You may think you know but others have different perspectives on reality that they’ve gathered from their own experiences and knowledge base. The three steps of interrogating reality with another person are: Make a proposal – make it a point to tell the other person that you value the other person’s view and ask them to engage in fierce conversation. Our words have a lingering effect (emotional wake) on the people we interact with. Behind the curtain, dirt and grime … Obey your intuition, but don’t force yourself to be logical or objective when you’re trying to understand something that doesn’t make sense logically or objectively. Susan quoted Pat Murray directly to support her claim. 3. Shortform: The World's Best Book Summaries, Shortform Blog: Free Guides and Excerpts of Books. Clarifying the issue – determine how bad the problem is and how long it has been going on. The most important thing about interrogating reality while engaging in fierce conversation is to avoid laying blame. The goal is to expand the conversation rather than narrow it. Elevating questions take a bird’s eye view of the situation to ask lofty questions. This promotes resolution, rather than the person playing the blame game. Fierce conversations principle 5: Trust your instincts (and be the CEO of you) ‘Don’t just trust your instincts. Take a break and make a conscious effort to be straightforward and honest by saying things like “What I just said isn’t quite right; let me see if I can get closer to what I really want to say.”. Like this summary? Master the Courage to Interrogate Reality. Sometimes the most difficult questions arise during a conversation, and you should answer them honestly. As Susan consistently emphasized throughout her book, the conversation is the relationship. “Fierce conversations’ mission is:  Change the world– one conversation at a time.”(Scott, 2004), http://www.youtube.com/watch?v=zlAOGisORgQ. Certify one — or several — of your employees to train Fierce Conversations at your company through our Train-the-Trainer experience. Rather than saying “but,” use the word “and.” Look at the situation from everyone’s perspective before judging them or yourself. He did highlight one very important characteristic about the book when he stated, “creating positive change through powerful communication.”  Along with Barnes & Nobles’ when explaining the book’s purpose is to establish, “an honest, meaningful, authentic exchange between two people.”, Barnes & Noble. It requires that you model the behaviour you desire from others. I highly recommend it to anyone. With the facts and ground realities firmly in hand, it’s important to have frank conversations with your colleagues. How to expand and enrich conversations with colleagues, customers, friends and family members. How to increase clarity and improve understanding. Fierce Conversations is a must-have in today’s fast-paced world. These fierce conversations may even be able to mend relationships that are already deteriorating. Management consultants Tom Pohlmann and Neethi Mary Tomas identify four different types of questions: adjoining, funneling, elevating, and clarifying. Don’t bring up anything from previous conversations, even if it’s related to the current one. Slow down the conversation, so that insight can occur in the space between words and you can discover what the conversation really needs to be about. What was learned? Describe your emotions about the issue – describe the emotions you’re feeling because of the issue and that you are affected by it. “Be courageous in your conversations today.”. Determine the current impact – how is this issue affecting my life, how it impacts others and how it makes me feel emotionally. Susan argues this by showing that we are who we are, everywhere we go. Fierce Conversations Summary and Analysis Buy From Amazon. (p.7) • Being real is not the risk. If poor decisions are made, it could potentially harm or destroy the organization in the long run. Although some may be difficult to follow at times, they are certainly important to consider for the sake of your organization, personal relationships and yourself. Susan Scott maintains an international consulting practice through her firm, Fierce Conversations Inc., which provides Fierce Conversations, Fierce Leadership, and Fierce Coaching programs to CEOs and company leaders. Obey Your Instincts – Don’t allow others to influence your instinctive decision or observation. Fierce Conversations Summary and Analysis Buy From Amazon. Silence gives time to reflect on and identify the problem at hand, rather than the effect of everything that has happened as a result. Be here, prepared to be nowhere else. The decision tree in my eyes was more like a map of delegation and consisted of four categories, which are:  Leaf Decisions, Branch Decisions, Trunk Decisions and Root Decisions. For example, pet shelters had a big problem with only half of dogs being adopted, but some shelters found success by focusing on why dogs were brought into the shelter instead of adoption rates. We can stand beside your current programs and probably can replace some of them as well. Finally, relationships should be strengthened by talking with one another. 2 likes. Retrieved from Barnes & Noble: http://search.barnesandnoble.com/Fierce-Conversations/Susan-Scott/e/9780425193372/?itm=1&USRI=fierce+conversations+achieving+success+at+work. Susan founded Fierce in 2001 after 13 years leading CEO think tanks and more than 10,000 hours of conversations with senior executives. No one has the absolute truth when it comes to a fierce conversation because both people’s perception of reality is part of the truth. * Don’t check your e-mail when on a phone call with someone. One person’s reality may be different than another person’s; it relies on truth, which it held by both people. Having this fierce conversation with my mother helped to make the invisible visible. In each chapter, the author uses tools to reinforce her ideas and help readers apply them in their own lives; these include checklists, reflection prompts, conversation models, templates, questionnaires, and assignments. Do the hard things right away, and they’ll be easier to do. Interrogate reality – challenge your employees and co-workers to express how they really feel, rather than locking everything up in a box and trying to ignore it. Express how you feel emotionally, this may be difficult and sometimes embarrassing, but is crucial to emphasize that you are affected by the problem being discussed. The results are usually powerful, and Scott’s workbook exercises will allow readers to have effective, life-changing fierce conversations of their own.”(Siegfried), “As Ken Blanchard notes in his foreword to this book, a course in conversations won't be found in an M.B.A. curriculum. * Don’t worry about any outcome in terms of what you’re trying to get out of the conversation. The conversation hasn’t ended just because the conversation has ended. Fierce means real. Showing complete interest in what another person has to say will not only produce the results you want, but it also encourages him or her to do the same in the future and establishes a strong relationship with that person. It means powerful or intense conversations. Both people leave the conversation without the relationship being enriched, but deteriorated instead. Be here, prepared to be nowhere else ; 4. The cold-hearted and careless approach is not favorable to lasting relationships with others, whether it’s business or personal. You can use the above statement in a conversation you need to have with someone. Management styles have changed over the years. I would trim down a few of the non-crucial examples or stories. Fierce Conversations is a way of conducting business. Listening to what others have to say and devoting my full attention to them is most important. I’ll apply what I’ve learned in this book in my career by: 1. She shares information about her private life and intimate conversations she has had with people working in the industry, among other things. Leaders should collect and understand these different points of view so that they can make informed decisions based on them. Sometimes when we avoid confronting our problems over and over again, it creates a feedback loop where the avoidance behavior is repeated endlessly until it becomes hard to break the pattern. Clarify what is at stake – clarify what is at stake for you, others, the customer, the team, the organization or the family. Once you understand it, you can solve it easily. These conversations were critical in developing the product because they provided more useful information than what you could get from those other methods. We must encourage ourselves to openly express our thoughts and emotions while speaking with others to give the conversation substance and authenticity. We miss the ability to see body language and often misinterpret what people actually … Because of the use of technology in our personal and professional lives, we have become significantly removed from having face-to-face conversations. Key Point 1: The truth is relative, and an organization represents the aggregate truth of its members. …business is fundamentally an extended conversation with colleagues, customers, and the unknown future emerging around us. With business conditions today, what the author wrote is true, because: With today’s fast-paced personal and business environments, we often become “too busy” to engage in fierce conversation with people. They also believe that a leader’s role is to create an environment where people feel comfortable talking with one another, regardless of their position in the company. Live in the moment and focus on what’s going on right now. For example, if someone asked about the implications of an overseas regulation for an office located in San Francisco, that would be considered an adjoining question because it’s looking at the topic from another angle. Fierce conversations can be difficult, but they can also help bring about positive change. Groysberg and Slind recommend that leaders should treat employees like peers, rather than subordinates. If we want to ensure the lasting of relationships, we must first consider someone else’s reality as part of ours. To do that, she explains, you must transform everyday conversations at work and at home with … The author is committed to radical transparency. Fierce Conversations A Can’t-Miss Conversation of Fierce Proportions July 26, 2010 July 26, 2010 Soundview Live Book Summary , books , Business , business book , Business book summary , business books , Communication , Conference/Event , Fierce Conversations , Soundview Live , Soundview Summary , Summary.com , Susan Scott Even better, it helps you remember what you read, so you can make your life better. Intuition is not guesswork. Live in this moment, now, listening to and speaking to this … Retrieved from Booklist Online: http://www.booklistonline.com/ProductInfo.aspx?pid=348057, +++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++. Select a specific example that illustrates the behavior or situation you want to change – examples are important, so be sure to think of an example that best supports your issue. Fierce Conversations: Achieving Success at Work and in Life, One Conversation at a Time (originally published in 2002, and revised in 2017) is a self-help guide about the importance of frank, empathetic communication. Susan’s chapters correspond along with a list of helpful steps for fierce conversations, which are appropriately titled “Mineral Rights.”  These steps were also aided by a tool titled “The Decision Tree,” which helps the delegation and professional development of decisions made within a company or business. Don’t worry about facing uncomfortable facts; just face them squarely and keep going until you find a solution that works for everyone involved in the project. Am I doing everything I can to be and become the best person that I can be? You cannot be here, prepared to be nowhere else, when you are interrupted by beeps, and buzzes. (summary of) Fierce Conversations: Achieving Success at Work and in Life One Conversation at a Time Susan Scott. Fierce Conversations: Achieving Success at Work and in Life, One Conversation at a Time (originally published in 2002, and revised in 2017) is a self-help guide about the importance of frank, empathetic communication. Source: Fierce Conversations by Susan Scott What do I usually talk about with people? The authors give an example of two people meeting at a shopping mall; one is in the food court, and another is on the opposite end of the mall. “Mineral Rights” is a metaphor for a deep, meaningful conversation. People often avoid certain subjects because they feel like it’s rude or impolite. Conducting business with a splash of humor throughout discussed will be resolved and the methods for resolution...: private, neutral and public during the next best choice is to ask questions. Reframe the problem or issue is to reframe the problem could get from those other.... And performs that an organization ’ s a way of conducting business, an attitude, full! 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