Radical Alignment: How to Have Game-Changing Conversations That Will Transform Your Business and Your Life

Here are five ways to end conversations positively, with direction and group commitment: 1. Keep it positive. Each person shares a positive highlight from another person’s contributions. This is a “make everyone feel valued” moment. Try to make sure all participants are recognized and leave with some acknowledgment that they contributed to the conv

The goal of the conversation is to create a full and complete understanding of each other—this does not mean you agree with all that is said, only that you truly hear it.

Curiosity, deep listening, and a sense of humor add up to a sense of presence. When we are fully present in our interactions, it is easier to have a nuanced understanding of, and empathy for, the other people involved.

When we are asked to articulate our concerns, it forces us to become conscious of them. This can transform anxiety, which tends to be generalized, into fears, which are more specific. What is interesting about the process, and we’ve seen this play out time and again in a variety of contexts, is that when we become specific about a fear, it either e

Often, your worries aren’t clear but exist as just a vague sense of dread or fear. During this section, you want to try to name these fears and be as specific as possible. Here are a few prompt ideas to get you started: What worries you about the team, our plan, and so on? Where do you think we will run into trouble? What about the way we are appro

you feel now, and how is that different from when we started? If appropriate and necessary, you can then move on to a review of any agreements, new boundaries, and timelines for any actions you’ve committed to.

The same studies show that our brains ask the “caring” question first. This makes sense because historically and evolutionarily, trusting someone who is capable but does not care is likely to be a fatal mistake, but trusting someone who cares but is not capable might only be inconvenient because other resources can be found. This is why psychologis

The first step you should take to close is to thank each other for the care, attention, and vulnerability this conversation requires. Taking even a moment to savor what just happened can let the lessons sink in and become real. You might also invite reflection from all the participants in the conversation: What did you learn? What stood out? How do

Intentions: Why are you seeking coaching now? Why are we talking today? Why have you chosen to talk with me in particular; are there other coaches you’ve spoken with, or is there something about my work in particular you’re interested in? What problems are you facing that you’d like to fix? Concerns: What challenges or obstacles do you see in the w