You’ve also got to describe the alternate behavior that you want.
Otherwise, you’re leaving someone with feedback that they can’t do a whole lot with.
The four step process of feedback that I suggest:
- Detail what’s going well, where someone has strong competence, where they’re unique. Be specific.
- Next, share where they can do things differently, what would make an impact to achieving their objectives and yours. Be specific.
- Ask what you can do to help make this person more successful in the change you’re suggesting.
- Provide your full support, including being accessible for questions, feedback, and regular check-ins as they endeavor to move the needle
Identifying what you want to change is the easy part. Providing the alternative, and supporting someone in their effort to get there, is leadership.
For more on working with me directly, you can reach me at: firstname.lastname@example.org I work with talented and successful senior leaders who invest in their success and the success of those around them. My next openings are in late October.
Go here to read the stories of extraordinary leaders who led through all kinds of hurdles to find success.
Planning your 2020 conference calendar? I’m booking 2020 speaking engagements now. For more on keynote topics and booking information, you can reach me at: email@example.com
Coming soon! New offerings and ways of working together. Stay tuned.