Too often it can be easy to address the emotion that a person's performance has invoked in yourself but that does not often lead to a productive conversation. In this video, learn how to look specifically at behavior over emotion for a clearer action step.
- Cody was a great employee. … But he had a habit of blaring his music … way too loud in the office. … And it was distracting for Sangina. … Furthermore, Cody had a loud voice on the phone … and ate his food way too loudly. … Basically, Sangina found him super annoying. … In fact, she couldn't stand him. … It is so easy in this scenario … to focus on the personal emotion towards Cody. … But it would've done no good to tell Cody … that he was annoying. … There is nothing that Cody can do without feedback, … which is why when providing performance feedback, … it's important for you to address the behavior … and not the person. … Point out actionable things that Cody can do, … like turn down his music, talk more softly, … and eat in the break room. … These are behavioral changes that are simple and actionable. … Give productive feedback on behaviors … that can lead to change in performance. … Focus on the behavior, not the personality. … Also, recognize when action has been taken … in response to your request. …
This course was created by Madecraft. We are pleased to host this training in our library.
Skill Level Beginner
A Toolkit for Giving and Receiving Better Feedbackwith Big Think28m 43s Intermediate
Everything is feedback1m 24s
1. Giving Feedback
2. Receiving Feedback
3. Confronting Undesired Behavior
4. Feedback Expectations
5. Informal Feedback
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