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المحتوى المقدم من Graham. يتم تحميل جميع محتويات البودكاست بما في ذلك الحلقات والرسومات وأوصاف البودكاست وتقديمها مباشرة بواسطة Graham أو شريك منصة البودكاست الخاص بهم. إذا كنت تعتقد أن شخصًا ما يستخدم عملك المحمي بحقوق الطبع والنشر دون إذنك، فيمكنك اتباع العملية الموضحة هنا https://ar.player.fm/legal.
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Reflecting on 2024 - and Giving Feedback

28:47
 
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Manage episode 460304184 series 3577050
المحتوى المقدم من Graham. يتم تحميل جميع محتويات البودكاست بما في ذلك الحلقات والرسومات وأوصاف البودكاست وتقديمها مباشرة بواسطة Graham أو شريك منصة البودكاست الخاص بهم. إذا كنت تعتقد أن شخصًا ما يستخدم عملك المحمي بحقوق الطبع والنشر دون إذنك، فيمكنك اتباع العملية الموضحة هنا https://ar.player.fm/legal.

Another year is finishing and we prepare for the next year.
Another major project has been completed and we prepare for the next one.
Of course, both of these events have one thing in common for all leaders. That is, the review: where were we successful? What are the successes we can celebrate? What did we learn? What can we improve next time? Because we’re about to enter a new year, the leader will be clear with the team on the vision for the next year. What mountain are we going to climb together? What achievements will come as we all work together. These questions are important whether it’s the new year or starting a new project.
Of course, this is also a time when leaders give positive and also developmental comments to the team members. We sometimes call this ‘feedback’. But the word feedback has problems associated with it. “Can I give you some feedback?” OK, wait for it. This is not going to be comfortable. “But it’s constructive feedback.” You say that every time and it’s still not comfortable. “Yeah sure. “
The best leaders don’t give feedback. They know that the term feedback has negative connotations. Both manager and staff member usually try to avoid this feedback, too, as it’s usually not comfortable: the objective is to make a change in that person‘s behavior. Leaders address the changes needed - and will avoid the feedback word.
Remember, leadership is a relationship. The best relationships, maintain respect and support for each in that relationship. So instead of “can I give you some feedback” they will approach this as they would with any other aspect of the relationship. “Can I make a suggestion. You know I’m here to support you and sometimes that means giving a suggestion that will improve the work you’re doing. Is that OK?” This conversation starts without the need for the sandwich strategy which often for its lacks sincerity, or engages the other person because of the genuineness of the leader “offering a suggestion.”
This is a conversation where both the leader and the team member are wanting to get great results easily and effectively. So when the year ends, we’re not going to give feedback on poor performance, or feedback to change behavior.
This is so much more easily and effectively achieved to an easy conversation reviewing what we’ve achieved in the year, recognizing the strong performance, the stand out, achievements of individuals, and any ‘suggestions’ for improvement.
That’s what the best leaders do.
In The Leadership Challenge we call this Modeling the Way. It also includes Enabling Others to Act and Encouraging the Heart. And all of this leads to building a vision, which team members know they are an integral part of and which will be achieved in the coming year, despite any unexpected challenges and difficulties along the way.
Let’s make the year ahead the most successful we have ever had

  continue reading

20 حلقات

Artwork
iconمشاركة
 
Manage episode 460304184 series 3577050
المحتوى المقدم من Graham. يتم تحميل جميع محتويات البودكاست بما في ذلك الحلقات والرسومات وأوصاف البودكاست وتقديمها مباشرة بواسطة Graham أو شريك منصة البودكاست الخاص بهم. إذا كنت تعتقد أن شخصًا ما يستخدم عملك المحمي بحقوق الطبع والنشر دون إذنك، فيمكنك اتباع العملية الموضحة هنا https://ar.player.fm/legal.

Another year is finishing and we prepare for the next year.
Another major project has been completed and we prepare for the next one.
Of course, both of these events have one thing in common for all leaders. That is, the review: where were we successful? What are the successes we can celebrate? What did we learn? What can we improve next time? Because we’re about to enter a new year, the leader will be clear with the team on the vision for the next year. What mountain are we going to climb together? What achievements will come as we all work together. These questions are important whether it’s the new year or starting a new project.
Of course, this is also a time when leaders give positive and also developmental comments to the team members. We sometimes call this ‘feedback’. But the word feedback has problems associated with it. “Can I give you some feedback?” OK, wait for it. This is not going to be comfortable. “But it’s constructive feedback.” You say that every time and it’s still not comfortable. “Yeah sure. “
The best leaders don’t give feedback. They know that the term feedback has negative connotations. Both manager and staff member usually try to avoid this feedback, too, as it’s usually not comfortable: the objective is to make a change in that person‘s behavior. Leaders address the changes needed - and will avoid the feedback word.
Remember, leadership is a relationship. The best relationships, maintain respect and support for each in that relationship. So instead of “can I give you some feedback” they will approach this as they would with any other aspect of the relationship. “Can I make a suggestion. You know I’m here to support you and sometimes that means giving a suggestion that will improve the work you’re doing. Is that OK?” This conversation starts without the need for the sandwich strategy which often for its lacks sincerity, or engages the other person because of the genuineness of the leader “offering a suggestion.”
This is a conversation where both the leader and the team member are wanting to get great results easily and effectively. So when the year ends, we’re not going to give feedback on poor performance, or feedback to change behavior.
This is so much more easily and effectively achieved to an easy conversation reviewing what we’ve achieved in the year, recognizing the strong performance, the stand out, achievements of individuals, and any ‘suggestions’ for improvement.
That’s what the best leaders do.
In The Leadership Challenge we call this Modeling the Way. It also includes Enabling Others to Act and Encouraging the Heart. And all of this leads to building a vision, which team members know they are an integral part of and which will be achieved in the coming year, despite any unexpected challenges and difficulties along the way.
Let’s make the year ahead the most successful we have ever had

  continue reading

20 حلقات

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يقوم برنامج مشغل أف أم بمسح الويب للحصول على بودكاست عالية الجودة لتستمتع بها الآن. إنه أفضل تطبيق بودكاست ويعمل على أجهزة اندرويد والأيفون والويب. قم بالتسجيل لمزامنة الاشتراكات عبر الأجهزة.

 

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