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Mgrs_that_care

Steve, your comments are spot on. I believe the conversation should go a step further, beyond what are we doing at present, to what are we doing well, what would we like to do better and what needs to be in place to enable that to happen. Effectively an Appreciative Inquiry framework. Managers need to develop effective workplace coaching skills where the focus, has you rightly say is on conversational relationship. It's very difficult to have a conflict with someone you know and understand.
John Coxon
www.johncoxon.com.au

Steve Roesler

Hello, John

I like the emphasis on the enabling question; that's where the action will take place or, in many cases, barriers will be identified that the manager can help remove to allow the right level of performance to happen.

Indeed, it is more difficult to have a nasty go-round with someone whom you you've developed a relationship. Perhaps we should lobby for some type of official "Have a Real Conversation" month.

Thanks for the addition, John.

Preston Seifer

How true this post is about feedback. There's no way we could grow or improve without feedback. It's part of what makes us great. I use it a lot in my career of public relations. Keep up the good posts and I hope you take this comment as good feedback.

Steve Roesler

Preston, just a little encouragement goes a long way. Pleased that you took time to stop by and weigh in.

web design London

I believe the conversation should go a step further, beyond what are we doing at present, to what are we doing well, what would we like to do better and what needs to be in place to enable that to happen. Effectively an Appreciative Inquiry framework. Managers need to develop effective workplace coaching skills where the focus, has you rightly say is on conversational relationship..

Steve Hopkins

Related to your point #2, "feedback" is too often construed to mean "criticism". I believe this comes from an ineffective delivery, and perhaps from how it was used on us as we grew up.
Presenting and receiving Effective Feedback, like all skills, takes practice. And a great way to introduce it to your team is to simply start. It may well feel awkward but the goal of natural conversation is worth it.
Great historical definition too, thanks.

leadership that gets result

I've never been a fan of feedback as a consumer, but this article has given me new insight. Thanks so much.

Andrea G

Steve,

I was so glad to see an entire blog post focused on feedback. This is a key part of leadership that is frequently overlooked because sometimes it can be humbling to receive negative feedback. The best leaders and managers know that the only way to achieve positive progress is to constantly seek and give feedback. Thanks for the great post!

Steve Roesler

Steve

indeed, ineffective delivery sure gets in the way of hearing something that may be important to our performance/career. And you are dead-on about how "feedback" and "criticism" have become synonymous. Based on 30+ years of organizational observations, I think there is a good reason for that. Many (way too many) managers only discuss performance when something is wrong. As one of them once told me, "Why should I spend time telling people how good they are? That's what they get paid for."

Appreciate your thoughts. . .

Steve Roesler

HI, Andrea

Thanks for the encouragement re: the topic of 'feedback'. You bring up a point well worth stressing, Andrea: Successful people "seek out" feedback. They know that "no news" is not "good news"! They want to know exactly how things are going and what they can do to reach and/or maintain high performance.

Appreciate you weighing in.

Steven

A rocket ship leaves earth at a speed of 3/5 c. When a clock on the rocket says 1 hour has elapsed, the rocket sends a light signal back to earth.
When was the signal sent according to clocks on earth?

leadership that gets result

This has given me a whole new insight into feedback. Thanks.

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