by Art Petty | Oct 29, 2023 | Art of Managing, Emerging Leaders, First Time Manager Series
No topic in my Manager Development Program generates more energy than performance feedback. Everyone knows feedback is essential. Almost everyone admits wanting help with strategies for the difficult (constructive) feedback discussions. Good People—Your People Want...
by Art Petty | Aug 17, 2023 | Art of Managing, Challenging Conversations, Emerging Leaders, First Time Manager Series, Leadership, Leadership Caffeine, Self-Development
Note from Art: here’s the lead-off article in this series. Feedback and Your Coaching Toolkit 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...
by Art Petty | Aug 15, 2023 | Art of Managing, Career, Challenging Conversations, Decision-Making, Emerging Leaders, First Time Manager Series, Leadership, Leadership Caffeine
One of the frequent themes in my executive and emerging leader coaching and evaluation sessions and programs is confusion over how to create and sustain an effective coaching dialog with team members. This topic ranges from constructive feedback to career discussions...
by Art Petty | May 15, 2023 | Art of Managing, Emerging Leaders, First Time Manager Series, High Performance Management Teams, Leadership, Leadership Caffeine, Leading Change, Self-Development, The Leadership Opportunity
Is Feedback Transactional or Transformational in Your Environment? When I ask managers about the feedback environment on their teams, I get a lot of questions, starting with, “What do you mean?” While many managers work hard to construct and deliver timely...
by Art Petty | Apr 20, 2023 | Art of Managing, Challenging Conversations, Emerging Leaders, First Time Manager Series, High Performance Management Teams, Leadership, Leadership Caffeine, Strategy
Do These Describe Your Environment? In my programs, consulting work, and coaching, I regularly encounter these situations: Managers struggling with an employee’s performance, yet they’ve provided little to no feedback, or their feedback was watered down to...
