Impact Map for Supporting Change

Impact Map – Crucial Conversations Suite Training Workshop

What I will learn How I will apply these new skills back on What results I will get The organization’s* goals that my (The few, most important skills or concepts I’ll the job (How will applying my new skills improve the results will support learn during the training) results of my work area?) (*Organization could mean my work group, department, school/division, or Rice) At the completion of this session, I will have the Identify and agree on the few important outcomes Save time with fewer, more productive tools to that the conversation should attempt to produce; meetings, resulting in ______keep that list in the center of the conversation Identify conversations that keep me stuck Resolve disagreements and accurately address Have less disagreement, or resolve concerns by talking respectfully, candidly and disagreements more quickly, allowing Stay in dialogue by: skillfully with others me to ______. not moving to silence or “violence” when I’m angry, scared or hurt Build acceptance rather than resistance by giving . diffusing others’ violence and eliminating their and receiving feedback in a factual, unemotional, Build more alignment with better silence non-judgmental, way that enhances relationships decisions, resulting in ______. establishing and maintaining mutual purpose and improves results. and mutual respect Talk about high-stake, emotional and controversial Reduce time and energy wasted in topics safely and freely, without either myself or resolving conflicts, low team and Get my meaning across persuasively, not abrasively, the other party resorting to silence or strong individual morale, and poor working even with difficult or potentially threatening negative emotions relationships; increase time spent on messages Ensure I’m in the right frame of mind, and set the strategically valuable tasks Share facts, ideas, feelings and opinions candidly appropriate tone, before addressing any gaps in and honestly while making it safe for others to do performance [Add to/Delete from/Edit these as the same Address the gap in performance (between what was appropriate] expected and observed) early, before it becomes a Speak honestly, clearly, and respectfully about problem for the organization or relationship violated expectations, regardless of position or Finish conversations with an agreed-upon plan personality and/or clearly defined next steps, and assure shared responsibilities for improving working Diagnose why someone keeps falling short of set relationships and outcomes expectations Follow up on agreements, and hold further Derive a plan that both motivates and enables the accountability conversations when behavior other person to change behaviors successfully does not meet expectations