Deliver Meaningful Feedback & Inspire Performance
Effective leaders know how to communicate with their team members to keep morale and productivity high. Learn the crucial communication skills you need to have as a leader. First, you'll learn best practices for delivering meaningful feedback in any situation. Then you'll discover how communication in general, and performance feedback in particular, will increase your team's productivity.
Combine observation, precise language, dialogue & collaborative action to foster growth and get results.
Course 1: Deliver Meaningful Feedback
- Observe First
- Deliver Your Message
- Build Two-Way Communication
- Move Forward
Move beyond performance review toward daily engagement that unleashes the power of your workforce.
Course 2: Inspire Extraordinary Performance
- Distinguish Performance from Conduct
- Set & Communicate Standards
- Go Beyond Job Descriptions
- Unleash Talent
This two course bundle includes dynamic video, interactive practice lessons, tips from industry leaders, and downloadable PDFs. Each component is designed to be completed in short time allotments, or all at once, to suit your schedule. It will take approximately 1 hour to complete the bundle.
Share your observations with the right mix of candor, dialogue, and active listening and you'll keep your team informed, engaged, and improving.
Course 1 - Deliver Meaningful Feedback
Feedback skills transform ambiguous messages into clear communications. Learn about the essential ingredients your feedback needs to be meaningful.
The best feedback is designed to support mutual respect & learning. Find out how to achieve this by planning out what kind of feedback you will give in advance.
Are you accidentally shutting down team members without even knowing it? Pinpoint your natural weaknesses & learn what you can do to temper them in Liz Wiseman's presentation on “accidental diminishers.”
Deliver Your Message
Timely personal feedback increases the chances that it will be helpful & well received.
Explore the importance of feedback for ownership & accountability within your organization in videos by Shari Harley & Alan Fine.
Build Two-Way Communication
Getting feedback on your feedback helps to build trust & fosters clear communication. Discover how to remain open & listen for clues that will tell you how the other person is responding to your feedback.
Practice identifying flag words that clue you in to how the other person is feeling by matching the words & phrases to their corresponding color.
The goal of feedback is to create forward momentum. Learn how to build an action plan that works for everybody involved.
People communicate feedback through verbal & non-verbal cues. Explore some non-verbal cues so you know what message you're sending with your body, not just your language.
Put It To Work
Think about this final piece of advice on the importance of sharing feedback in private.
Use the tips & tools in this printable PDF to help deliver meaningful feedback.
Assess your readiness to deliver meaningful feedback.
Course 2 - Inspire Extraordinary Performance
Don't get bogged down in administrative review or staff development details. Move beyond functional process towards the engagement that optimizes and unleashes the power of your workforce.
Distinguish Performance from Conduct
It's important to know the difference between poor performance and poor conduct. The distinctions between performance & conduct help you manage people & remain legal. Establish the legal baselines & then learn the steps to build a high-performance culture.
Consider these examples of workplace behaviors and identify which are performance issues and which are conduct issues.
Set & Communicate Standards
People can't meet expectations if they don't know what they are. Communicate early & often, and start with the big picture. Help people connect personal goals with organizational goals.
Thomas Gilbert defined the performance equation as the combination of individual behavior and environmental supports. Use Gilbert's BEM model to identify the barrier that may be limiting your team.
Go Beyond Job Descriptions
Most job descriptions don't capture the day to day challenges people encounter. Help others handle setbacks by opening communication, being available & encouraging people to share their challenges.
Looking for ways to motivate your team? Consider Dan Pink's advice to inspire creativity & problem solving for the modern workplace. It's not all about carrots & sticks anymore, focus on autonomy to increase intrinsic motivation.
Leverage people's strengths when you establish expectations. Set people up for success by thinking about their talents and assigning responsibilities that maximize personal aptitudes.
Scott Geller reframes empowerment as the confidence and competence to do the work. As a performance manager you can ask these 3 questions to empower your team: Can you do it? Will it Work? Is it worth it? Then, take needed steps to help people get to “Yes.”
Share Regular Feedback
Effective feedback is connected to expectations and delivered in the context of specific events. Build trust by helping people develop new skills through work experiences & following through on commitments.
Targeted feedback gets the best results. Try out these scenarios. What feedback would you deliver?
Put It to Work
Think about this final piece of advice on separating your performance management system from any reward or ranking to reduce legal issues as you work to inspire extraordinary performance.
Use the tips & tools in this printable PDF to help you inspire extraordinary performance.
Assess your readiness to inspire extraordinary performance. You need an 80% to pass.