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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.
About the Program Creators/Instructors: Art Petty is an executive and emerging leader coach and one of the foremost developers of management and leadership talent. Art was a long-time technology industry senior executive and has served as an MBA educator for many years. Art has written numerous leadership and management books and [...]
Multi-person feedback is a tricky issue. Don’t let it trip you up and then stress the people around you. Here are some tips for getting it right:
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.
Regardless of your best planning, careful observation, and deft delivery sometimes feedback discussions blow up in your face. Here are three common reactions and how to steer the feedback discussion back on track if you encounter them.
Succeeding as a First-Time Manager requires preparation, training, dedication, and unyielding commitment in the face of adversity. It’s a role filled with unknowns. There are fears and then there are the big challenges in this new and very different role for you. Are these common First-Time Manager fears top [...]
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.
Feedback properly delivered is a powerful leadership tool. It helps eliminate lousy behaviors and strengthen good behaviors in support of your team's or firm's goals. You will be well served investing the time and energy to master this important discipline. Here are 6 items to think about in support of more effective feedback discussions:
Over the past several years beginning with the work for Practical Lessons in Leadership with my co-author, Rich Petro, I’ve made a professional hobby out of exploring the fascinating and very real fear that so many people have for delivering constructive feedback. One of my favorite interviews for the book was with a retired CEO who when I posed the question on whether he had any regrets, without hesitating, responded: “I really regret that I never learned how to have the tough discussions with the people that worked for me.” He quickly added, “To this day, I wonder how much money that I cost my companies.” This most difficult of human interactions in the workplace is also one of the most important. The fear, much like the fear of public speaking is mostly in our minds, and with some deliberate practice, all of us are capable of improving our skills, and as a result, improving our performance, the performance of our teams and of our organizations.
Power and influence are topics in the workplace that everyone recognizes but that few talk about. I suspect that after reading Jeffrey Pfeffer's newest book, Power (available 9/14), this will change. I connected with Jeffrey recently to hear more about his perspectives on this career-critical topic, and came away with some great and practical insights and even a health tip! Enjoy the conversation!
