#human-management #coaching #performance-management

idea

Challenge people directly by giving them frequent, immediate, specific and honest feedback. Don't flank in front of difficult conversations. Do not hide dissatisfaction and make sure people know where they stand. Give specific feedback when giving praise. Make sure people give you feedback honestly as well.

Provide feedback on both things that need improvement and things that are good and should be reinforced. Providing positive feedback leads to more engagement^[2].

Feedback needs to be specific or it won't be credible^[3].

Don't drop feedback, setup the conversation, get specific, and create a dialogue^[1].

Prepare before giving the feedback. What reaction might it trigger?

• Apologize
• Argue
• Attack
• Blame
• Deflect
• Deny
• Disagree
• Dismiss
• Feel hurt
• Freeze
• Get defensive
• Ignore
• Interrupt
• Misunderstand
• Outburst
• Self-blame
• Shutdown

links

Providing feedback is one of the Management discussion types.

Radical Candor

references

Radical candor

Sharing feedback well from the manager essentials:

[1]: Microsoft Essentials for Manager training, on sharing feedback well

[2]: Gallup / Why employees are fed up with feedback

[3]: MSFT / Dos-dont on give feedback on low performance: