Case Study
Difficult Conversations Case Study
“We Need to Talk”
For this case study you will use the materials from these sources to assist you:
· We Need to Talk Case Study, pages 5-8
· Class Performance Management PPT’s (in PPT folder) and Mastering the Art of Feedback information (under Case Study folder on BB)
· Mastering the Art of Feedback Job Aide (in Mastering the Art of Feedback information) and handed out in class
· Manager’s Guide to Performance Reviews, pages 102-163
Using these support materials, complete We Need to Talk question 7, 8 or 9 (only one required) – outline your background information and what a possible conversation would look like, including possible alternative reactions and responses (similar to the table example on page 7 in the case)
Some items you should include:
· Background information on the problem (briefly restate the problem presented in the case)
· What/where/when/how/and with whom you are going to gather information to investigate the issue
· Any potential HR/legal issues with this situation?
· When/where you will conduct the meeting?
· The outline of the meeting with manager comments (p. 7 of case)
· Purpose
· Description of behavior/issue with impact of behavior
· Possible employee reactions – manager’s response (see chart p. 7 of case)
· Consequences of continuing the behavior
· Solution you would support to resolve the issue
· What do you think would be the most challenging part of this conversation and how would you overcome it?
· How will you incorporate the “giving feedback” principles? (show consideration, withhold judgment, deliver at an appropriate time, provide freedom to change or not, check for readiness, check for clarity – from Mastering the Art of Feedback)
· What issues do you anticipate in receiving feedback from the employee? (your reaction)
Due Date: Friday April 1st – printed and brought to class. Late papers will have a 10 point per class deduction. 100 points possible based on fully answering the above questions.
Difficult Conversations
Case Study
“
We Need to Talk
”
For this case study you will use the materials from these sources to assist you:
·
We Need to Talk
Case Study, pages 5
–
8
·
Class Performance Management
PPT
’
s
(in PPT folder) and
Mastering the Art of
Feedback
information (
under Case Study folder
on BB)
·
Mastering the Art of Feedback
Job Aide
(in
Mastering the Art of Feedback
information)
and handed out in class
·
Manager’s Guide to Performance Reviews
, pages 102
–
163
Using these support materials, complete
We
Need to Talk
question 7, 8 or 9 (only one
required)
–
outline your background information and what a possible conversation would
look like, including possible alternative reactions and responses (similar to the table example
on page 7
in the case)
Some
items you
should
include:
·
Background information on the problem (
briefly
restate the problem presented in the
case)
·
What/where/when/how/and with
whom you are going to gather information to
investigate the issue
·
Any potential HR/legal issues with thi
s situation?
·
When/where you will conduct the meeting?
·
The outline of the meeting with manager comments (p. 7
of case
)
o
Purpose
o
Description of behavior/issue with impact of behavior
·
Possible employee reactions
–
manager’s response (
see chart
p. 7
of case
)
·
Co
nsequences of continuing the behavior
·
Solution you would
support
to resolve the issue
·
What do you think would be the most challenging part of this conversation and how
would you overcome it?
·
How will you incorporate the “giving feedback
” principles
? (show
consideration,
withhold judgment, deliver at an appropriate time, provide freedom to change or not,
check for readiness, check for clarity
–
from
Mastering the Art of Feedback
)
·
What issues do you anticipate in receiving feedback from the employee?
(your
reaction)
Due Date:
Friday April 1
st
–
printed
and brought to class
.
Late papers will have a 10 point per
class deduction.
100 points possible based on
fully
answering the above questions.
Difficult Conversations Case Study
“We Need to Talk”
For this case study you will use the materials from these sources to assist you:
We Need to Talk Case Study, pages 5-8
Class Performance Management PPT’s (in PPT folder) and Mastering the Art of
Feedback information (under Case Study folder on BB)
Mastering the Art of Feedback Job Aide (in Mastering the Art of Feedback
information) and handed out in class
Manager’s Guide to Performance Reviews, pages 102-163
Using these support materials, complete We Need to Talk question 7, 8 or 9 (only one
required) – outline your background information and what a possible conversation would
look like, including possible alternative reactions and responses (similar to the table example
on page 7 in the case)
Some items you should include:
Background information on the problem (briefly restate the problem presented in the
case)
What/where/when/how/and with whom you are going to gather information to
investigate the issue
Any potential HR/legal issues with this situation?
When/where you will conduct the meeting?
The outline of the meeting with manager comments (p. 7 of case)
o Purpose
o Description of behavior/issue with impact of behavior
Possible employee reactions – manager’s response (see chart p. 7 of case)
Consequences of continuing the behavior
Solution you would support to resolve the issue
What do you think would be the most challenging part of this conversation and how
would you overcome it?
How will you incorporate the “giving feedback” principles? (show consideration,
withhold judgment, deliver at an appropriate time, provide freedom to change or not,
check for readiness, check for clarity – from Mastering the Art of Feedback)
What issues do you anticipate in receiving feedback from the employee? (your reaction)
Due Date: Friday April 1
st
– printed and brought to class. Late papers will have a 10 point per
class deduction. 100 points possible based on fully answering the above questions.