Don’t inflate your feedback
Don’t inflate your message. Set the feedback record straight with these actions. It’s no surprise that people inflate their feedback, especially when the message is critical. To spare others (and ourselves) from blame, discord or even retaliation, we sugarcoat feedback with more innocuous-sounding words and phrases that soften its blow. Telling people their work is “good” or that there’s a “real possibility” for promotion in the future seems harmless enough. But is it? Not only does sugarcoating create confusion, but it holds others back from identifying and correcting performance flaws. Worse, managers… Read More
Ten Commandments of Feedback
Feedback can be divine when we follow these rules. We have such a hard time giving and receiving feedback, you’d think it was a divine decree. Some prefer to dodge and disguise it. Others choose to defy and deny it. Depending on where you work, the feedback culture can range from cautiously polite to positively caustic — and that’s assuming people bother to share any sort of feedback at all. After years of helping organizations apply a feedback fix, I’ve found these ten rules to be particularly instructive. The list isn’t sacred… Read More
Put on your feedback game face
With feedback, what we show matters more than what we say. You’ve crafted the right message. You’ve carefully prepared your points. You’ve chosen an appropriate time and place to have the conversation. So how come your feedback fell flat? Good managers know how to hone their message. They make sure it’s specific, timely, fair and driven by dialogue. These are important attributes of effective feedback, but they’re only part of the equation. Savvy managers understand the invisible truth about feedback: What we show matters more than what we say. Our face is… Read More
Feedforward: Look forward, not back
Good feedback look forward, not back. Getting others to accept our feedback can prove challenging, especially when it’s critical. Worried that their feedback may lead to hurt feelings or diminished productivity, managers resort to face-saving techniques like the “praise sandwich” that end up doing more harm than good. The result is a wobbly feedback culture built largely upon evasion, confusion, and self-delusion. This dynamic can change with a better message — and a bolder mindset. Based on my research and work with leadership teams, I’ve found that when performance conversations are powered by partnership, the landscape shifts…. Read More
Don’t Hire Without the “Wrapper Test”
Your next hire should be able to pass this interview technique. Hiring the right person for your business or team is one of the most critical decisions you’ll make. The effects on resources and morale can be significant: According to a recent survey by Robert Half, the high costs of even one bad hire include time lost to training, increased team stress, and diminished faith in the leader. It may even cause illicit activity to spread. And while due diligence helps, interviews that rely on heavily scripted and surface-level questions often fail… Read More