-I have no relationship with Manager Tools.
If you want to add feedback to your repertoire but aren’t fully sold that it’s worth it, Consider checking out the Manager Tools Trinity. If you’re convinced of its value…
1. Dive into the 4-part Feedback Model.
2. Conflict happens. Read Getting to Yes! if you haven’t.
3. Practice. Consider attending the Effective Manager Conference.
4. Keep in mind communications are two-way AND everybody’s different.
5. Now it’s time to integrate the secret magic with DiSC with feedback.
Still fine-tuning feedback or having trouble? Don’t fret, these tips may help.
-Feedback step 4 freaking you out? Try this simpler version of the model.
-Worried about arguments? Employees not listening? That’s ok, move on.
-Trying to make negative feedback more consumable? Smile.
-Need to give feedback to a peer, instead of a direct? Skip the last step.
-Need to give feedback to your boss? Easy. Don’t.
Actions have consequences. And when the consequences are undesirable, we typically call these actions, these behaviors, “mistakes.” Feedback provides a way to clarify the relationship between behaviors and consequences without using vague words. This is effective both for positive and for adjusting feedback, both of which are essential for continuously driving improved individual and team performance. After mastering the basics, learning to adjust the consequences you convey to the listener can dramatically improve the impact your feedback has… not only in that moment, but potentially for a recipients whole career.
Author: Yanek
Source: Click Here!