Whether or not you need the practice giving MT-style feedback, they need practice receiving it cleanly. Knowing what's coming helps them. Positive feedback is much easier to receive cleanly than negative, thus the roll-out recommendation of delaying weeks between first starting positive feedback and first starting negative feedback.
Consider (re-)checking to the roll-out podcasts and their show-notes. I may be mistaken, in recalling that Mark suggests to say "top performers first" to set that expectation.
Submitted by Peter Smith on Saturday October 26th, 2019 10:13 am
Thanks JRB,
you'e quite right to start with top performers first. Just really wanted to know whether to tell staff I am starting with positive feedback first. The notes don't suggest so, I am therefore incined not to.
cheers
Pete
Submitted by Cory Pavicich on Tuesday June 20th, 2023 8:43 am
... explicitly has several weeks of only positive feedback, followed after announcement by starting negative feedback. See podcast "Rolling Out the Trinity With Your Team" (released 2008-08-17) for more details.
BLUF: 6-8 weeks starting up one-on-ones, then 3-4 weeks of only positive feedback to only your top performer(s), then 6-8 weeks of only positive feedback to all team members, then 6-8 weeks also negative feedback for your top performer(s), then 6-8 weeks also negative feedback for all team members, THEN start rolling out coaching.
[Yes, 8-9 months to get to full feedback as standard behavior! Go slow to go fast ....]
Yes, please
Whether or not you need the practice giving MT-style feedback, they need practice receiving it cleanly. Knowing what's coming helps them. Positive feedback is much easier to receive cleanly than negative, thus the roll-out recommendation of delaying weeks between first starting positive feedback and first starting negative feedback.
Consider (re-)checking to the roll-out podcasts and their show-notes. I may be mistaken, in recalling that Mark suggests to say "top performers first" to set that expectation.
In reply to Yes, please by Joseph Beckenbach
yes, please
Thanks JRB,
you'e quite right to start with top performers first. Just really wanted to know whether to tell staff I am starting with positive feedback first. The notes don't suggest so, I am therefore incined not to.
cheers
Pete
In reply to yes, please by Peter Smith
Agreed. This is unclear from
Agreed. This is unclear from the shownotes.
Current advice on rolling out the Trinity ...
... explicitly has several weeks of only positive feedback, followed after announcement by starting negative feedback. See podcast "Rolling Out the Trinity With Your Team" (released 2008-08-17) for more details.
BLUF: 6-8 weeks starting up one-on-ones, then 3-4 weeks of only positive feedback to only your top performer(s), then 6-8 weeks of only positive feedback to all team members, then 6-8 weeks also negative feedback for your top performer(s), then 6-8 weeks also negative feedback for all team members, THEN start rolling out coaching.
[Yes, 8-9 months to get to full feedback as standard behavior! Go slow to go fast ....]