Don’t get me wrong, I don’t want you to be ruthless.
The challenge for most people is that they don’t want to hurt others’ feelings and in the process they provide feedback that is so fluffy that the true point is never stated.
This results in a lack of clarity of the message.
If you are going to sandwich your feedback with positives, make sure your constructive feedback is clear.
Here's a real life situation of a manager providing general praise to a team member.
Manager's email to team member:
"Good job Jordan. Keep up the good work!"
Team member's verbal response to the email:
"Shut up jack a$$. I'm not on your fifth grade soccer team. I'm a professional."
There are two common and costly mistakes leaders make that can result in a loss of credibility and trust.
MISTAKE 1: Getting caught up in the Popeye Syndrome – “I am what I am.”
The implied message here is “I am the way I am and if you don’t like it, who cares?”
Have you ever respected any leaders whose words did not match their actions? Have you ever had respect for a leader who preached personal values, yet behaved differently?
The fundamental component of People-First Leadership™ is to Lead by Example. This is the core — the component that will either establish your credibility or kill it. Just remember: Lack of credibility will prevent you from earning commitment and trust from your team members. Without that, there is no leadership.
Having successful relationships in the workplace requires only three simple things:
If you DON'T have these three things, then I'd consider you normal. And, if you do have these three things, they're likely to be accompanied by their three cousins - groupthink, mediocrity, and stagnation.
Experience first-hand the new Everything DiSC® 363™ for Leaders profile.
This isn’t just any 360.
Team in Name Only
Real Team
Rule #1: Do not avoid the difficult conversations. Your people will know, and you'll lose credibility in their eyes.
Rule #2: Everything you communicate can be done in a way that maintains or enhances a team member's self-esteem.
Rule #3: Own your feedback. Stop saying "we" think and start saying "I" think.
Rule #4: Ask for input.
Rule #5: Communicate what you know and what you don't know.
Hold each other accountable. Don't wait for the boss. It takes too long and generates politics.
Find your singularity of purpose. If you can't initially, raise it up a level.
What are you hoarding?
Time management should be more about what you will stop doing instead of doing what you currently do more efficiently.
Follow up, even if you don't observe the behaviors.
Why?
Did you do what you committed to doing in that meeting?
Step out of your comfort zone and into your learning zone, without overstepping.
