The Case of the Ongoing Convo
Storyboard Text
- Slide: 1
- Me: “Thanks for meeting with me, Ms. K. I want to take some time to check in about your recent experiences with team members. I’ve noticed some ongoing tension and wanted to hear more from your perspective.”Ms. K: “Honestly, I feel like I’m constantly being disrespected. I try to share ideas or concerns, and I get eye rolls or get cut off. It’s like they don’t value my input.”
- I entered with curiosity rather than judgment to understand the "what happened" conversation from Ms. K's point of view.
- Slide: 2
- Me: “I hear that you’re feeling disrespected and that your voice isn’t being heard. That must be incredibly frustrating.”
- Ms. K: “It is. And then I get labeled as the one who’s ‘difficult.’”
- Me: “Let’s talk about how others might be experiencing these interactions. It doesn’t sound like your intent is to be combative, but I wonder if that’s how it’s landing with some colleagues. Can we explore that?”
- This part of the conversation shifted to the “feelings” and “identity” conversations, allowing space to acknowledge emotional impact while also considering multiple truths and how intent doesn’t always match impact.
- Slide: 3
- Me: “I appreciate your honesty and your commitment to being part of the team. How might we co-create some norms or practices to help improve communication going forward?”Ms. K: “Maybe we need clearer meeting norms—and I could work on asking questions before assuming something’s personal.”Me: “That’s a powerful reflection. I’d also like to help facilitate a restorative conversation with the team to address any unspoken tensions. Would you be open to that?
- This scene reflects a shift to collaborative problem solving and future planning, aligned with principles (Heifetz Linsky) and the idea of engaging discomfort productively .
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