The course has become a cornerstone for programs that are designed for intact teams, as well as for general enrollment. Ultimately, it was also included in a new year-long leadership program for faculty leaders. Later, Crucial Conversations was added to the existing leadership program for high-potential, high-level administrative staff. “Crucial Conversations addresses all of those topics, teaching people how to have effective conversations, stay engaged, and get results,” she says.Įmory began including the course in the new Manager and Supervisor Development Programs, then proceeded to roll out additional programs that included Crucial Conversations for administrative professionals. It was a perfect companion to the university’s year-long training program for new and experienced managers and supervisors, which covers setting objectives, performance reviews, performance problems, collaborating, and holding others accountable. She was also impressed that the content, while hitting conflict management head on, doesn’t stop there. And there’s a lot of skill practice in a safe environment.” “It’s very action-oriented, not just information about conflict. “There are a couple of things that make Crucial Conversations stand out more than others,” she says. Human resource staffers had used VitalSmarts Crucial Conversations Training at a previous healthcare employer and Hayes was pleased to bring the course to Emory University. So she and her team started looking for a training component to add to the management and leadership development programs and to anchor the new general education curriculum they would soon launch. “At every level, people said conflict management is what we need,” Hayes remembers. So did feedback about an existing leadership program run in partnership with the university’s highly ranked business school. A formal needs assessment survey yielded the same result. “I talked with a lot of our key stakeholders and it was clear people wanted more around conflict management,” she says. She was looking to enhance the university’s training offerings, and one topic kept coming up. That’s what Wanda Hayes determined when she sought input from the faculty and staff of Emory University after arriving as the university’s new director of learning and organizational development.
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