There are three kinds of feedback great leaders use every day. But good managers don’t. Here they are 👇 The best leaders create a psychologically safe environment where there is a lot feedback. In all directions. Between peers. To the boss. And from the boss.… The three kinds of feedback great leaders use every day
One of my favourite questions to ask in one-on-ones is: “What’s one thing I could do differently to better support you?”. Or you can unpack it further by asking, “What’s one thing I could stop or start doing? Or change how I do it?”. The… A great question for one-on-ones
The more senior we get, the quieter it gets. (so push people to yell and we just might hear them) In my last executive role, I said to someone trusted how little gossip there was in my group. She said I was crazy. There was… The more senior we get, the quieter it gets
I don’t know your team, but I know they can’t read your mind. I often speak to managers who’re frustrated that their people aren’t doing what they need them to. Me: “Have you told them exactly what you need from them?” Them: “Well, I’ve spoken… Speak up! Your team members aren’t mind readers
Early in my management career, there was a person in my team who dressed inappropriately for work. It was an issue, because they often met with clients and hence weren’t representing our company in a way consistent with our brand and values. It was also… Direct > indirect when it comes to communication
Managers often wish their team members were more coachable. What’s the best way to make that happen? Be more coachable ourselves. Why? First, it’s good role modelling. Second, demonstrating this will attract more coachable people to our teams. Here are two ways to demonstrate greater… Want your team to be more coachable? Start by being more coachable
Hard conversations are called ‘hard conversations’ for a reason. They’re hard. But they’re critical to relationship building. And they’re the price of admission to meaningful relationships. When we shy away from tough conversations, we limit the depth of connection we create (whether it’s with a… Uncomfortable conversations are the price of admission to meaningful relationships
You can’t be a kind person and criticise someone, right? And you definitely couldn’t sack them, right? Wrong. You can be a kind manager and still: Take criticising someone as a common example. Some managers criticise people and they are unkind. Some managers criticise people… You can still be a kind manager and…
I once worked with a manager who was routinely hostile and aggressive to colleagues. I asked my boss about it, and he said “oh, that’s just the way they are” and shrugged it off. Being quite young, I didn’t think much of it. I took… Don’t tolerate “that’s just the way they are”
What do you do when a team member does something ‘wrong’ or ‘bad’? Instinctively, we want to write them off and judge their character (this is called fundamental attribution bias). Sometimes our instincts are right. The misdeed was a wilful attempt to cause harm. But… Why would a reasonable, rational, decent person do this?
As managers, we need to stop withholding improvement feedback from our team members. It’s a selfish thing to do. Read on to find out why.