From the course: Building High-Performance Teams
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Providing feedback
- If we want people to improve, we have to give them feedback. Now, feedback can be really difficult because we feel like maybe I might hurt their feelings, or I have to share an uncomfortable conversation, or I'm telling somebody who I really like and respect that they're falling short in some regard. So we avoid feedback, but that's a huge mistake. especially as the leader of a high performing team. So I'd like to offer an example of a feedback model that can remove the emotion from it and help people focus on improving performance versus getting defensive. The model goes like this. First, you'll ask for permission to give somebody feedback and ensure, at that moment, that they're open to receiving it. Their head may not be in it, they may have come out of a tough meeting or they're in a rush to go to their next meeting, so making sure they're ready to receive feedback is critical. Next, they should let you know that they're open to receiving that feedback. The next step really…
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