| Football season has begun; imagine the coach waiting | | | | Avoid: using always, never & worst |
| until the end of the season to provide feedback to the | | | | Who, what & where are perfectly acceptable. |
| players. Students receive report cards on a regular | | | | Be supportive |
| basis (often quarterly). Why in the corporate world | | | | Use questions to give yourself leverage -- why |
| have we created this worthless "Annual Review"? | | | | sounds accusatory (avoid) |
| The intent no doubt is to improve performance. In | | | | Be specific |
| order to change behavior and have positive outcomes | | | | Share information (not advice) |
| feedback must be provided on a consistent regular | | | | Feedback should be well-timed, better when the |
| basis. | | | | receiver asks for guidance. |
| "Leaders must be close enough to relate to others, but | | | | Ensure clear communications |
| far enough ahead to motivate them." John Maxwell | | | | Allow time for questions and follow-up |
| Effective feedback is one of the most crucial | | | | As a leader your ability to provide effective feedback |
| elements to help improve performance. People want | | | | and coach others will have a direct impact on the |
| to be heard and understood. Experience shows that | | | | results you can produce. We are all being crushed by |
| problem solving without listening is almost always | | | | the time demands of today's marketplace, also the |
| ineffective. Listening gets to the REAL issues. | | | | pressure of the "tyranny of the urgent', however, the |
| Effective listening builds trust. | | | | development of our people is the most critical factor |
| Top performers want and need feedback -- they | | | | for success. |
| know this is how they improve. The goal of feedback | | | | As an entrepreneur, coach and parent I have found |
| is not to flatten someone's ego but rather to give them | | | | the above guidelines very helpful and effective. |
| encouragement and to challenge them to improve. | | | | Feedback when needed and when appropriate is |
| Elements of Effective Feedback: | | | | result producing, why wait a year? What has your |
| Focus on performance, not personality | | | | experience been with performance reviews? |