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Last Chance to Lock-In Feedback Performance Improvement in 2018

By |2018-11-13T09:31:04+00:00November 13th, 2018|Uncategorized|

The absence of quality feedback on the tough performance and business issues is one of the most significant maladies inhibiting performance in our workplace today. Whether it’s boss to employee, vice-versa, or peer to peer, we have to be able to talk openly about individual and group performance and cut through the noise to drive positive change. Our online, on-demand course helps you and your team solve this problem to strengthen performance.

For Managers—The Performance Potential of a Strong Feedback Culture

By |2018-11-05T08:12:35+00:00November 2nd, 2018|Art of Managing, Challenging Conversations, Emerging Leaders, First Time Manager Series, Leadership, Leadership Caffeine|

Imagine there was a tool at your disposal that would help reinforce in real-time the behaviors of group members that moved the performance numbers in the right direction. Or, a tool that would get people motivated to learn, grow, and leave behind less-than-ideal behaviors in favor of new approaches and continuous improvement. Wouldn’t this be helpful? Well, there is. It’s called performance feedback. And sadly, it’s often missing-in-action, misapplied, or, applied inconsistently, and that’s just leaving money and morale on the table.

Why We Hate Feedback—And How to Give and Get More of the Right Kind

By |2018-10-28T13:11:24+00:00October 28th, 2018|Challenging Conversations|

Few of us relish being on the receiving end of constructive feedback. And many of us go out of our way to delay delivery of difficult feedback to colleagues or employees. To top it off, our brain is working against us on much of the processing around feedback. Yet, you can create incredible performance gains for yourself, your coworkers and your firm if you take control of your feedback universe. Here are eight ideas to help you get started:

The High Cost of Feedback Left Unspoken

By |2018-09-13T07:42:43+00:00September 12th, 2018|Career, Emerging Leaders, Leadership, Leadership Caffeine|

I fret over feedback poorly provided. I also recognize that not all feedback is worth listening to—a great deal depends upon the source and the motivations of the feedback giver. However, I worry a great deal about the incredible and immeasurable cost of important feedback never given. As Deming suggests, this value is unknown and unknowable. And that worries me.

Focus on First-Time Managers #3—Overcoming the Discomfort of Delivering Feedback

By |2017-12-08T07:36:55+00:00April 25th, 2017|Art of Managing, Challenging Conversations, First Time Manager Series, High Performance Management Teams|

Cultivating the skills and confidence to navigate constructive (negative) and positive feedback discussions is a game changer for any manager. Unfortunately, most first-time managers have received little to no training for this important performance tool. The good news is that armed with an understanding of the building blocks of effective feedback discussions and ample practice, you can learn to master this important management skill.

New Leader Tuesday—Ideas to Help You Cure Feedback Fright

By |2016-10-22T17:11:08+00:00August 18th, 2015|Leadership|

While the act of delivering constructive feedback doesn’t rank up there with the fear of public speaking (stage fright) or facing an IRS audit (just pure fear), too many managers…especially newly promoted first-timers avoid this activity because it makes them uncomfortable. Here are 9 ideas to help you move beyond your own feedback fright:

The Feedback Series—Part 5: Managing the Discussion

By |2017-12-08T07:35:49+00:00November 5th, 2013|Challenging Conversations, Leadership|

Your planning work based on the guidance in the first four posts in this series is intended to set the stage for an effective, constructive discussion. In part five, we turn our attention to managing the discussion. Here are six key issues you must take into account in every feedback discussion and ideas for helping you navigate three common, challenging feedback situations: