HardTalk™ gives employees the practical strategies and tools that will improve their ability to:
- respond, not react
- hear and be heard
- build relationships
- get the right results
Using HardTalk™ participants can uncover the root causes behind our struggle to have difficult conversations and how these “BrainDrains” impact the desired outcome. This interactive and highly practical programme gives participants the opportunity to put their new skills and knowledge into practice using real-world examples. HardTalk™ teaches individuals to:
- recognize, and manage, unproductive behaviour that results from the flee or flight instinct
- discover the usefulness of listening and understanding the actions of others
- replace emotional approaches with those that focus on achieving the best results for the team and organization
- have the confidence to speak up and to take responsibility for doing so
- accept the consequences of staying silent without acting out
- communicate in a way that minimizes defensiveness in others
- disagree without being disagreeable
- conclude conversations with clear accountability
- actively contribute to an environment that allows all voices to be heard
There are a number of tailored HardTalk™ applications available beyond the core programme:
These programmes are designed to target specific areas of concern and their modular structure allows them to be delivered in a way that best suits your organisation.
HardTalk™ is built to last. To ensure the behavioural changes will work in the long term, we also “make it stick” before during and after training.
HardTalk™ training programmes can be delivered by PDSi facilitators and/or client employees who are trained and licensed to deliver the programmes within their organizations.
Our one-on-one HardTalk™ coaching for senior leaders can be done via phone calls or face-to-face.
For your organization to get the maximum benefit from HardTalk™, there should be a top-down adoption of the HardTalk™ approach and a commitment from your leadership to improve their own ability to have difficult conversations effectively.
HardTalk™ can also assist with a strategic plan on how to embed these behaviours throughout the organisation. This is a change process and should be approached as such. Processes and systems may also need to be adjusted to reinforce the desired behaviours.
We offer one-on-one HardTalk™ coaching to senior leaders via phone calls or face-to-face. Bespoke coaching plans are developed for each individual by our qualified executive coaches. Each plan incorporates a self-assessment and a 360 degree survey in order to evaluate the strengths, weaknesses and goals of the individual. It also provides measures for personal development and the achievement of team and organisational objectives.
Leaders can also learn how to coach and mentor their reports more effectively using the HardTalk™ tools and frameworks. This approach is designed to invite more accountability in their direct reports. During the 12 week course, participants can practice these skills, with their cohort group, alongside their personal one-on-one coaching. The program is for innovative leaders, with a basic understanding of HardTalk™ principles, who want to build on that foundation to create a lasting HardTalk™ culture.
Most corporate behaviour change initiatives fail because we continue to repeat the same mistakes:
- Assuming that education alone will create lasting behavioural change
- Ignoring the role of incentives in producing results
- Failing to identify and remove obstacles
- Failing to let people discuss and publicly commit to a programme of action
These mistakes mean that any money spent on training is wasted. Some studies have shown that only 10 percent of corporate training is effective. It’s not that the content of the training programs is necessarily bad; rather, it’s that companies do not lay the proper groundwork to get the most out of what is being taught.
When we need to see behaviours change in an organization, team or individual we look to training because it’s what we know. But that training needs to take place in the context of a larger change process that is motivated by a senior team willing to look at any managerial or organizational barriers, including the leadership team itself.
“It is threatening, which is why most people don’t want to go through what we call an honest collective and public conversation about what’s really going on here. So training becomes an easy way to try to fix the problem, even though it doesn’t fix it.” Professor Beer, Cahners-Rabb Professor of Business Administration, Emeritus, Harvard Business School.
Our guided programme works with the senior leadership team to look at the way people are organized and managed—the roles, responsibilities, and relationships and to identify opportunities for change throughout the organization.