BE A CHEERLEADER
How to give feedback that inspires passion and performance.
By Jim Dawson
To do it well, you must have genuine respect for the individuals you influence and a sincere desire to contribute to their growth. Your intent determines whether what you say or do is discouraging or affirming.
Successful feedback validates what others have done well and guides them in the direction they need to go. It’s not a once-a-year conversation; it’s an ongoing dialogue that motivates behavior and inspires excellence.
So why do most managers wait until the end of the year to give feedback to their employees? What is it about our business culture that inhibits immediate conversations about what’s going on and what can be done better?
Part of the problem is that today’s jobs are increasingly knowledge-based, technology-oriented and isolating. We aren’t used to having straightforward conversations about disagreements and performance challenges. As a result, managers need, more than ever, to have the ability to influence others and create cohesive teams. To be successful managers, we need to give and receive feedback at the time it is warranted.
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