One part of the chapter that was particularly enlightening for me was Scott’s assertion that “in fierce conversations, there is neither a struggle for approval nor an attempt to persuade” (167). Here are Susan Scott’s 7 Principles of Fierce Conversations that when practiced will help prevent these pitfalls. Live in this moment, now, listening to and speaking to this person, now. I believe that can only be done by challenging convention and taking a perspective that is sideways to the norm. Candid or “fierce” conversations are usually avoided under the pretext that fierce conversations take too long – however, Scott points out that anything other than truthful conversations take a lot more time. This means that each topic is covered twice in a year, helping you review their development easily. 5 Principle 1 Master the courage to interrogate reality. This has me thinking about the extent that we take responsibility for our thoughts and actions, rather than attributing our challenges to people or situations outside of ourselves. These private thoughts swirl around, alter what we hear, and add inappropriate layers to our response. The Five Conversations Framework is based on five themed conversations that you have with each of your people, one theme per month, for five months out of six. This can present us with a paradox. Rather than “disclosing my inner thoughts while actively inviting others to do the same,” which Scott identifies as a necessary criterion for “fierce conversations” to be possible, many of my interactions are marred with restraint (i.e., a suppression of my left-column or “private thoughts”) and a lack of respect for the ideas of others that manifests itself in my forcefully imploring others to accept my beliefs. Obey them’, Susan Scott states in principle five of her Fierce Conversations book. On the one hand, our private thoughts can hold the truth about the situation; that which everyone knows but no one speaks . Think … In “Master the courage to interrogate reality,” Scott notes that while companies and marriages derail because “people don’t say what they’re really thinking,” the truth is far from simple and mutates with changing environments. Scott proposed that we bring our private thoughts into neutral territory by removing any attachment to the thoughts as being right or wrong, but rather we accept that our thoughts just “are”. Principles to Speak by. If you need help with this, there are six easy steps to becoming the CEO of your brain, ten ways to think like a CEO, and advice to address the most difficult CEO skill of managing your psychology. Thankfully, I can leave the judgment of others to those with a propensity for making best and worst lists, leaving me with the business of leading myself. Another aspect of the reading that fascinated and resonated with me was what Scott called “perception checking,” a process that she defines as “bringing these [private or left-column] thoughts into the public conversation without attachment” (175). Being genuine will make a conversation “real”. Scott points out how people living on the green stripe would have a different perspective on reality, and therefore a different truth, than you do. We are guaranteed to offend when we present our impressions and interpretations as the truth.”. Fierce solutions have been transforming organizations around the globe for more than 20 years with Leadership skills and effective conversations. After I shared my perspective of the situation, bringing my private thoughts into the public realm, he asked me, “Yes, Chad, but are you being responsible for yourself?” Such a question can be as challenging as you allow it to be. The premise behind the fifth principle is that our thoughts can be classified … The premise behind the fifth principle is that our thoughts can be classified into three categories: private, neutral and public. While no single conversation is guaranteed to change the trajectory of a career, a business, a marriage, or a life, any single conversation can. Susan Scott Illustrates Seven Principles in Fierce Conversations: Several students posted in forums and wrote reflection papers about Scotts book. Scott would likely argue that conflict is in fact healthy when it is the outcome of truth-telling, because contributing to the best of one’s ability is only possible when one is being honest and open. Below is the response that Gabriel Rossman submitted. A majority of the social fabric of our lives is fragile because we are not truthful with our friends. Executives write books about “becoming the CEO of you” and management sites tell you that you are your own CEO. Fierce Conversations: Achieving Success at Work & in Life, One Conversation at a Time: Scott M D, M D Susan Craig, Scott M D, M D Susan Craig: Amazon.com.mx: Libros This bundle includes three introductory activities to Fierce Conversations, as well as three activities that take roughly 20 minutes each to complete. Solve your toughest challenges and drive results with our training and conversations today. Telling the truth often leads to conflict, a word that is generally assigned a negative connotation. In the same manner, being CEO of yourself requires you to be accountable for your response to all internal and external factors, your position in your personal and professional environment, and your own attitude, or “culture”. 1 Master the courage to interrogate reality.® 2 Come out from behind yourself, into the conversation, and make it real.® Obey them’… unless you’re an “S” and have no “N”. Many people routinely choose being polite or pleasant over being honest. My day job role is as a Community Manager for an innovation hub, developing capacity, capability and resiliency in individuals and local communities through entrepreneurship. What gets talked about in a group or organization and how it gets talked about determines what will or won’t happen. If I were to rewrite her chapter and focus on the truth, I would choose to include the beach ball comparison, because it relates to this important point. Fierce Conversations: Achieving Success at Work and in Life One Conversation at a Time (ISBN 0-425-19337-3) is a self-help book written by Susan Scott, founder and CEO of Fierce Inc., about how to have a difficult conversation. Participating in a fierce conversation means that you should be open to the possibility that your idea, opinion or feeling will be criticized or evaluated. I use the question and the notion of Scott’s principle to consider what it means to trust my instincts and be the CEO of the entity for which I am most accountable: myself. As Scott says, every conversation we have is with ourselves, and sometimes they involve others. Fierce conversations often do take time. It is achieving outcomes as they work within internal and external constraints. 5 CONVERSATIONS YOU NEED TO START HAVING TODAY. The beach ball example asks the reader to imagine a ball with stripes of different colors. Needless to say, Scott’s chapter has illuminated tendencies that I commonly exhibit that are deleterious to genuine and positive interaction, and has forced me to reconsider the way that I conduct myself in conversation with others. © Sideways Thoughts is powered by WordPress & +62. People tend to fear real conversations because it leaves them vulnerable. Face your problems today, solve them and move on. It is their job to know. Fierce Conversations Study Guide Page 1 . Thanks, Good to hit the road again, impacting week with, Amazing time and n Cloncurry for a Regional Economic Forum w/, Flying to Cloncurry for economic development workshops with, Two firsts this afternoon: Submitted the completed PhD thesis (pending further reviews and feedback before external…. Scott discusses truth-telling in the first chapter of her book. When you think of a fierce conversation, think passion, integrity, authenticity, and collaboration. Scott highlights this principle stating that “our lives are mirrors accurately reflecting us back to ourselves”. Take responsibility. These are guides in transforming relationship s one conversation at a time. Fill out the form to receive your copy today. 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