Busting out of the shackles of bureaucratic process feels great. I’m excited by the changes I’m seeing in the annual performance review process. Many companies are replacing the dreaded once-a-year day of judgment with systems that encourage ongoing feedback and honest conversations about workplace effectiveness. Bravo!
I’m coaching Jerry, who leads a team in a company with a technology-enabled messaging platform. With the new system, people are told to give each other feedback all the time. He’s noticed some new pain in his team: Feedback fatigue and inconsistent participation.
… Read more 4 Ways Leaders Help You Receive Feedback
Last blog talked about how to reframe your role as performance manager so that you are critiquing vs. criticizing. This helps you remember the personal investment that people make in their work. Leaders often say, “don’t take it personally” when confronted with the dismay of the criticized. More often they are too busy to see how hard their words have landed. Critiquing, instead of forcing people to disengage from their work, allows you to acknowledge their personal pride.
How would this way of critiquing change the delivery of corrective feedback?
… Read more Replace Criticism with Critique: Part Two How To
Every leader faces the dilemma of how to motivate others to do their best, while correcting them when they don’t. Just this week the news coverage of the Ebola health crisis gave us the sensationalized story of this duality. We read stories of politicians who publicly praise their staff, and then deliver scathing scolding in private meetings and leaked memos. Such stories resonant with us because they mirror what happens in our workplaces. Staff who experience this oscillating between the “carrot and the stick” quickly become cynical and mistrustful.
… Read more Replace Criticism with Critique: Part One