Raising and Retiring Red Flags: Difficult Consulting Conversations Cat Cuevas, MA Learn to Serve

Welcome Cat Cuevas, MA Learning and Leadership Development Consultant

Welcome

Introductions Pair up Share one fun thing about yourself Share one thing you want to learn today 4 minutes

Learning Objectives Apply a systemic perspective to identifying red flags Describe behaviors that cue you into a red flag Address red flags with your client in a way that is supportive, caring and serving their best interest

Definition of Red Flag Is an observed or intuited situation that cues you into an opportunity for deeper exploration. An indicator used to raise attention and awareness of important behaviors that may be the key to catalyzing transformative change.

You Are the Expert! One recent example of sensing a red flag? What triggered your spidey senses? (be as specific as you can)

How do I know if I found a red flag? Observe in Self Observe in Other Perception-Check or Check for Impact Perception-Check or Check for Impact

Where to look for Red Flags PhysicalFeelingsThoughtsWantsNeedsHunchAction Self- Awareness

Where to look for Red Flags Task Maintenance WATERLINE WATERLINE WATERLINE WATERLINE WATERLINE WATERLINE WATERLINE Goals Structure Group Interpersonal Intrapersonal Goals Objectives Function Roles Decisions Inclusion Risk/Trust Patterns Influence Conflict Feedback Communication Belief Values Assumption Emotions

I’ve Got a Red Flag! Now What?!

You Are the Expert! What has worked well for you to start a difficult red flag conversation?

“Helping Skills” Genuineness Confrontation Concreteness/Specificity Empathy/Understanding Unconditional Positive Regard Robert Carkuff and Carl Rogers Congruence Respect Caring Immediacy

Skills to Help Name a Red Flag Self-Awareness Waterline Model Perception Check Ask for Impact Helping Skills

Questions

Thank You! Cat Cuevas, MA Learning and Leadership Development Consultant