How willing are you to provide feedback to your peers? How about to your boss? Do your direct reports appreciate your observations and comments? Or do they cower in fear that you might say something critical?
Feedback is one topic, but forgiveness is a whole "nuther thing," isn't it? How do you forgive poor performance by a member of your team? How many errors is too many? When do you start saying, "If your performance doesn't improve, then...."?
As you read “Feedback and Forgiveness--Valuable Yet Underutilized,” consider the culture in your organization. If you are finding that improving your organization’s culture is difficult, let's talk. No charge for an initial inquiry and conversation--in fact, I love learning about situations in different industries and organizations.
Dennis
1 Comment
When I start working with an organizational leadership team, I provide a series of training sessions that allow us to have a common foundation of concepts for mutual sharing. As we work through the various "courses," there are very interesting perspectives that arise. I enjoy working with people who are positive and empowered and looking for improvement, looking for quality, and looking for solutions. It is so satisfying to have built a relationship with an individual who is open in sharing his or her limiting perceptions with me, eagerly seeking alternative ways of looking at a discouraging situation. As we work together to consider new options, I sometimes offer something that is a fresh consideration, and that look of delightful "Aha!" comes over the face! Hope is restored! My clients come to me to build their leadership skills. However, I never cease to find new ways to see the value in increased awareness. Acquiring new skills seems to have very little interest for most folks until they become aware that "something better" would make them more effective and is indeed available to them. Ah, then improving and increasing skills becomes very attractive. |
Author:Dennis Hooper Archives
August 2015
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