Event Based Feedback

Submitted by mauzenne on Sun, 04/24/2011 - 15:27.
in

This guidance recommends how to give a lot of feedback about a specific event all at once.

Communicating with directs about their performance is an ongoing battle for most managers. We have good people, and we talk ourselves out of telling them about their mistakes. Wouldn't want to hurt their feelings, we say. It's a small thing, we say. I understand why he did it that way, even if it did turn out poorly, we say.

We have all kinds of reasons not to talk to our directs about their performance. Including when they do a bunch of stuff all at once, and there's both good and bad mixed in. Which comes first, we ask. What if the important stuff was bad, but there was good stuff, too, we ask.

It's not that hard, really. You're going to have embrace looking in the mirror, but it's easy once you start.


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EJNIV's picture
Submitted by EJNIV on Tue, 04/26/2011 - 09:16.

Excellent!

Loved this podcast!  Feedback that is immediate (within a week or so), future focused, specific, etc. is so critical and DOES lead to positive behavior change (the goal of great coaching).

Ed

dibbg's picture
Submitted by dibbg on Thu, 06/02/2011 - 03:11.

what about asking them what they think?

I like to ask "what do you think about your presentation?  what went well, what could you do better?"  sometimes they come up with good stuff I didn't notice, or sometimes what I was going to say anyway...  what do you think about asking first?