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Test How to Navigate Difficult Conversations at Work
Agenda
QUESTION 1: Why is the strategy of avoiding difficult conversations counterproductive?
Because it demonstrates great leadership skills
Because problems usually resolve themselves over time
Because it is a long-term relief that prevents tension
Because unresolved issues tend to fester and damage team morale
2nd QUESTION: What is the first step ("I feel") of the "I feel-I felt-I found" formula?
Express how you feel about the problem
Validate the other person's perspective, acknowledging how they feel
Tell a story about how you felt in the past
Present the solution you have found
QUESTION 3: What is the golden rule to prevent a difficult conversation from turning into a fight?
Always focus on the problem, not the person
Avoid talking about data and focus on personal opinions
Having as a main objective to win the argument
Not preparing for the conversation to be more spontaneous
QUESTION 4: What is recommended to do to prepare before a difficult conversation?
Avoid thinking about a goal to be more flexible
Base arguments on value judgments and general opinions
Define a goal, gather specific data, and anticipate possible reactions
Don't think about how the other person might react so as not to be predisposed
QUESTION 5: What is the purpose of the second step ("I felt") in the "I felt-I felt-I found" formula?
To criticize the other person's feelings
To introduce your own perspective immediately
To show that your feeling is more important
To normalize the other's feelings by sharing that others have been in a similar position
QUESTION 6: When preparing, why is it important to base arguments on specific, observable facts?
Because it makes feedback more subjective and emotional
Because it makes feedback irrefutable and less personal
Because it allows you to attack the person more easily
Because it is not necessary, opinions are more effective
QUESTION 7: What does it mean to frame the conversation as a collaborative effort "us against the problem"?
Maintain dialogue on a professional and solution-oriented level
It means that one person is to blame and the other must help him
It implies that the problem is so big that it has no solution
It's a way to avoid the conversation altogether
QUESTION 8: What is achieved with the third step ("I found") of the formula?
The other person's position is directly attacked
The interlocutor's feelings are validated for the second time
Your perspective or solution is introduced in a non-confrontational manner
The conversation ends without reaching a conclusion
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