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Preoccupying on the past in feedback conversations generates stress. Instead, focus on leveraging experiences and outcomes to design for improved effectiveness in the future.
I run the 3-hour Feedback Skills Boot Camp program six times per year, and in every session, I’m reminded how motivated good managers are to find ways to both praise and encourage growth with their team members. Here are some of the key insights shared by the most recent cohort:
OK, the topic of feedback isn't stand-up comedy funny. It's funny as in odd because there are so many contradictions surrounding it. Here are five practices to help managers bring feedback to life as the performance-enhancing tool it is capable of being:
Every few months, I run a three-hour boot camp on strengthening your skills as a receiver and a giver of feedback. Here are the top ten insights from the recent cohort group.
Here are ten lessons that emerged from the great dialog in my two recent Feedback Boot Camp workshops.
Getting Feedback Right—How to Build a Healthy Feedback Environment 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 Part 3 of this series, the emphasis is on managing the discussions successfully with empathy and clarity. It turns out when the feedback discussion goes off the rails, as happens all too often, it's because empathy and clarity were nowhere to be found.
For many managers, giving and receiving feedback is challenging. However, when feedback is approached properly, it can be a powerful tool for strengthening individual and group performance. Here are seven actions you can take to succeed with feedback:
We all can benefit from the right type of specific, behavioral, task, or situational-focused feedback. Unfortunately, our natural fear of either giving or receiving feedback often gets in the way of harnessing value from this input.
Delivering quality constructive feedback is elusive for many managers and much desired by individuals striving to strengthen performance. In this article, I share an overview of the four core processes around effective feedback development and delivery.
