Posts Tagged ‘feedback’

The Best Play of the Year Goes Unnoticed All Too Often

I can’t tell you how many times I see this scenario play out.  My client this morning recounted an exciting moment and breakthrough with his boss.  His boss spoke in their meeting in a way that showed great clarity, leadership and vision.  My client reported that ,”it was a watershed moment” in the boss’ leadership.

My question –  Did you take time to acknowledge the boss so that he knows how great he did???

The answer (the same answer I hear way too often).  No I didn’t (acknowledge him).

This could be a great teaching and learning moment for the boss.  It could be a case of unconscious competent  for the boss. You know, that moment where he hit the target, and he’s not sure what he did to hit it.

So if my client goes back to his boss and acknowledges him (not a thank you, but an acknowledgement) the boss may have a chance to repeat the same action more often.

When anyone in your life; coworker, spouse, significant other, or child, does something that you think is great you should take the opportunity to acknowledge them for their success.  By acknowledging the behavior, and doing it in a way that is very specific, you take a giant step towards building their confidence and reinforcing the behavior.

Think about it.  How often do you make a conscious effort to acknowledge good effort from others?  Why don’t you do it more often?  What would be the impact if you were more mindful and deliberate about acknowledging right behaviors and techniques with others?  What would happen to your team?  What would happen to you as a leader?

Great coaching leaders are constantly acknowledging good behavior as a method of reinforcing and deepening the learning.  Acknowledgment is the positive side of feedback.  Coaching leaders are consistent and well versed in both the positive side (acknowledgment) and the constructive side coaching for performance.  A good balance of both will build stronger performance, loyalty and business results.

Reviewing the game film real-life lessons from the leadership “field”

While coaching an executive in Wisconsin I interviewed his boss to get his feedback as part of the executive coaching process.  In the conversation, the boss tells me a pretty significant piece of feedback about  a behavioral tendency that’s negatively impacting the executive’s performance.

I asked (call me old-fashioned),” have you given him that feedback?”

The boss responds, “I guess not directly.  More in an OBLIQUE way.”

I ask (stealth coaching), “have you considered giving them that feedback not in an oblique way?”

The boss said, “yeah I guess I should do that.”

Here’s the real question.  Why do we have such a hard time saying things straight to people?  Why do we make it so much more difficult than it has to be?  Why can’t leaders simply give performance feedback in a way that is productive and healthy?

Stop giving people oblique feedback and start giving them direct feedback!

In my book “Coach to Win the Leadership Game” I outline why coaching is such a great leadership style that actually sets leaders up beautifully to give straight feedback to their team members.

When you have a coaching culture, people expect straight feedback so that they can improve their business results.

My friend says that most leaders aren’t great at giving feedback in a way that can be used to improve performance.  I was almost shocked to hear this senior executive of a highly successful company openly saying that he was giving oblique feedback.

 Stop it.

  • Posted by Coach Pete
  • Thursday, January 20th, 2011
  • Comments Off on Reviewing the game film real-life lessons from the leadership “field”