I am looking forward how to handle a situation with a direct who I inherited when I changed jobs 4 weeks ago. MT trinity says no negative feedback in the first 6 weeks (at least) but I think that I am dealing with exceptional circumstances. Today in a meeting the direct was unorganized for a meeting she was facilitating and came across very terse with other co-workers countries who don't report to me and arguments ensued. Emotions ran high to the point between direct and co-workers to the point that I had to ask the other co-workers to leave the room. I calmed down the direct, and got her focused and organized and then had co-workers come back to the meeting. I am not certain whether to give feedback, ignore for the next few weeks and tackle it at a point in the future when I introduce negative feedback.
There's a cast for that.
There's a cast for that. Negative Feedback Before It's Time.
Do more asking, less telling.
Tough situation! Don't ignore it. When I'm in a position like this I default to one of Horstman's Laws, "Stay Frosty". Stay cool and calm. I add a little something to this law when I'm facing similar. I ask a lot of questions, and tell them very little. I usually get to where I want to be with them and then take the opportunity to provide feedback after 6 weeks. For example, a few questions I would ask:
I'm trying to get a sense for what you're feeling and I think it's ________?
And you feel ________ because _______?
What would need to happen for you to feel less _________?
What was your sense around how other people were reacting to the situation?
What something I can do to help folks feel less _________?
Hope that helps!
~Davis