Plus, a free webinar on driving cultural performance.
| | | | | Hi John,
New managers and leader say that giving feedback is one of the most challenging things they must do, and yet it’s something they are least prepared for. Today’s Q&A offers tips for stepping up to the task.
Don’t miss our upcoming webinar on organizational performance. Learn which behaviors set apart the best from the rest.
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| | | | | Crucial Conversations for Accountability | |
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| | How to Deliver Feedback Effectively | | by Justin Hale |
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| | I am working on my skill set of leading others. This is new to me, so I’m trying to learn how to give effective feedback on their work. I worry that I won't be helpful, or worse, they'll get defensive and I will lose future opportunities to give feedback. Any suggestions?
Signed,
Unsure
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| | | | First, let me commend you. In my experience, most new managers dread the idea of having to give feedback, and so they don’t. One large study we did suggests that about three quarters of us avoid difficult conversations, and a quarter of us put off holding some difficult conversations for more than a year.
When it comes to giving feedback, it doesn’t matter how skilled you are or how polished your words if there is one thing missing: trust.
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| | | | | | | | WEBINAR | | The Culture Advantage: Behaviors That Drive Execution and Innovation | | When it comes to cultivating a strong culture, where should leaders start? We studied four crucial behaviors that disproportionately affect outcomes, and survey results suggest organizations that foster these behaviors are far better at executing and innovating than those that don’t. | | | |
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| | | | Jun 30–Jul 2 | | Getting Things Done® | | Join us live online and learn how to:
Manage workflow, attention, and focus. Be more productive with less stress. Increase effectiveness. Perform to potential. Build a trusted system to manage to-dos, commitments, and projects. | | | |
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| | | | | | The most drastic and usually the most effective remedy for fear is direct action. | | | | | |
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