For Managers—Part 2 of Creating Clarity with Your Coaching and Evaluation Discussions (Feedback)

Feedback—both positive (appreciation) and improvement-oriented–is a vital part of your coaching toolkit. It's also one of the most troubling, vexing areas for managers because the improvement-oriented (aka constructive) feedback is simultaneously awkward, stressful, and potentially emotionally fraught for all parties. Here are ten ideas to help:

For Managers—Creating Clarity Via Your Coaching and Evaluation Discussions, Part 1

One of the frequent themes in my executive and emerging leader coaching sessions and programs is confusion over how to create and sustain an effective coaching dialog with team members. My goal with this series of articles is to help managers at all levels gain clarity on the types of discussions while guiding them on a regular cadence and rhythm for engaging in these discussions.

The Culture, Strategy, and Performance Killing Spiral of Poor or No Feedback

While we regularly focus on feedback as an individual performance tool, it's also a critical communication tool for driving improvement across groups and for processes and initiatives. Yet, this important, honest communication is in short supply in too many organizations.

A Simple, Powerful Fix for Feedback Problems on Your Team

Of all the challenges managers at all levels face, delivering constructive (and even positive) feedback is near the top of the list. There's good reason—it's a confusing topic that even the experts who study human psychology and neuroscience disagree on, despite mountains of research. Here are four ideas to help strengthen your feedback culture and effectiveness.

Leadership Caffeine™—The 4 C’s + D Formula for Great One-on-Ones

I’m on record describing one-on-ones as some of the most valuable real estate on a manager’s calendar. These sessions are opportunities to engage, share ideas, identify plans to eliminate obstacles and frankly, in this stressful world, just connect. Unfortunately, from my workshop and client surveys, the manager and employee one-on-ones are some of the most frequently canceled meetings. Here's an easy to remember formula to help you design one-on-ones that work for everyone:

Fresh Lessons from the Latest Feedback Boot Camp

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:

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