At a recent management training session on “having difficult conversations” in the workplace, I started to laugh. Everything about this particular class felt familiar. We were told to focus on the change in behaviour we wanted to see within our teams, not the wrongdoing, to be empathetic in our approach, rather than confrontational, and to acknowledge the negative feelings a member of staff might have before trying to remedy the situation. In short, it was exactly like the tips and tricks handed out by the gentle parenting brigade.
在最近的一次关于“在工作场所进行困难对话”的管理培训课程上，我笑了起来。这门课的一切都让我感到非常熟悉。我们被告知要关注团队中希望看到的行为变化，而不是错误行为；在处理问题时要保持共情，而不是对抗；在尝试解决问题之前要承认员工可能有的负面情绪。简而言之，这与温和育儿派发放的技巧和建议完全一样。
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