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Giving Effective Feedback – Lead with the Facts
At some point in our career, most of us have taken a class that told us to give feedback that sounds like, “I felt ___________ when you ___________.” I couldn’t disagree more. Most people get defensive...
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Giving Feedback Requires Trust. No Trust, No Feedback.
When I led leadership development training for a large mutual fund company we offered a lot of training focused on helping people have hard conversations. Over time I realized that despite that I’d...
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Give Small Amounts of Balanced Feedback – Shorter is Better
When you use GPS in your car for driving directions, the GPS only provides one direction at a time. GPS tells you what to do now and what to do next. Your car can only go one direction at a time. And...
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Performance Management – Shorter is Better
No one (I know) enjoys writing, delivering or receiving performance feedback. It’s time consuming to write, challenging to deliver, and can be difficult to hear. Unfortunately, most performance...
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Give Small Amounts of Balanced Feedback
If I hear this one more time I might lose it. Manager: “One of my employees has been making a lot of mistakes. He seems disengaged. I’m not sure what’s happening.” Me: “Have you talked to him?”...
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360-Degree Feedback – Get A Second Opinion
People get defensive when they receive negative feedback. It’s hard not to. Everyone wants to be seen as competent, and when we receive negative feedback, our competence is called into question. So we...
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Effective Performance Appraisals – Raise Performance and Morale
Most people would rather get a root canal than participate in an annual employee performance appraisal. The reasons employee performance appraisals are so difficult is simple: Most managers don’t...
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Giving Feedback – The Right Time is Now
Most of us wait to give negative feedback until it’s the right time, aka the recipient won’t get upset. Or we wait, hoping the situation will resolve itself. If something is really an issue, the...
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Receiving Feedback – Get A Second Opinion
At some point in your career, you will likely get feedback that doesn’t feel accurate. When receiving feedback you question, rather than dismiss it, vet the feedback with the people who know you best....
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The Feedback Formula – Give Feedback in Two Minutes or Less
The Feedback Formula: 1. Introduce the conversation so feedback recipients know what to expect. 2. Share your motive for speaking so both the feedback provider and the recipient feel as comfortable as...
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Give Employee Feedback Better and Be Heard
The normal, natural reaction to negative feedback is to become defensive, a response I’ve labeled as The Freak Out. Everyone, even the people you think do little work, wants to be seen as good –...
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360 Degree Feedback – Get A Second Opinion
People get defensive when they receive negative feedback. It’s hard not to. Everyone wants to be seen as competent, and when we receive negative feedback, our competence is called into question. So we...
View ArticleClik here to view.
Performance Management – Shorter is Better
No one (I know) enjoys writing, delivering or receiving performance feedback. It’s time consuming to write, challenging to deliver, and can be difficult to hear. Unfortunately, most performance...
View ArticleClik here to view.
Receiving Feedback – Get A Second Opinion
At some point in your career, you will likely get feedback that doesn’t feel accurate. When receiving feedback you question, rather than dismiss it, vet the feedback with the people who know you best....
View ArticleClik here to view.
Honesty in the Workplace – Man/Woman Up
People are too afraid to tell the truth at work. We’re afraid that if we give honest performance feedback, people will get upset. They will. We’re afraid that if we say what we think, we’ll get...
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Giving Feedback – The Right Time is Now
Most of us wait to give negative feedback until it’s the right time, aka the recipient won’t get upset. Or we wait, hoping the situation will resolve itself. If something is really an issue, the...
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Giving Feedback – Be Specific
Want to know why people get defensive when you give feedback and why they often don’t change their behavior? Because what you’re giving them isn’t actually feedback. “You’re awesome to work with”...
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Informal 360 Degree Feedback Reduces Defensiveness
People get defensive when they receive negative feedback. It’s hard not to. Everyone wants to be seen as competent, and when we receive negative feedback, our competence is called into question, so we...
View ArticleClik here to view.
Performance Management – Shorter is Better
No one (I know) enjoys writing, delivering or receiving performance feedback. It’s time consuming to write, challenging to deliver, and can be difficult to hear. Unfortunately, most performance...
View ArticleClik here to view.
The Feedback Formula – Give Feedback in Two Minutes or Less
The Feedback Formula: 1. Introduce the conversation so feedback recipients know what to expect. 2. Share your motive for speaking so both the feedback provider and the recipient feel as comfortable as...
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