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	<title>Frontline Leadership &#187; Corrective Feedback</title>
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	<link>http://www.frontlineleadership.com</link>
	<description>The Leadership Blog of James Brava</description>
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		<title>How to get the change in behaviour you need</title>
		<link>http://www.frontlineleadership.com/2010/02/how-to-get-the-change-in-behaviour-you-need/</link>
		<comments>http://www.frontlineleadership.com/2010/02/how-to-get-the-change-in-behaviour-you-need/#comments</comments>
		<pubDate>Mon, 08 Feb 2010 19:00:53 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Asking Questions]]></category>
		<category><![CDATA[Corrective Feedback]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=315</guid>
		<description><![CDATA[In order to get the change in behaviour you need from your team members (or child, spouse, partner or friend) you need to guide their thinking.

The key tool you have to guiding their thinking are the words you choose to use, the questions you choose to ask and the conversations you choose to have. Today we’re going to focus on the questions that you choose to ask.]]></description>
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		<title>How to Kick Butt by Asking Questions</title>
		<link>http://www.frontlineleadership.com/2010/01/how-to-kick-butt-by-asking-questions/</link>
		<comments>http://www.frontlineleadership.com/2010/01/how-to-kick-butt-by-asking-questions/#comments</comments>
		<pubDate>Fri, 29 Jan 2010 06:50:06 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Giving Feedback]]></category>
		<category><![CDATA[Asking Questions]]></category>
		<category><![CDATA[Corrective Feedback]]></category>
		<category><![CDATA[Frontline Management]]></category>

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		<description><![CDATA[Last week we checked out why you would ask questions to kick butt. This week we’ll examine how you might go about this.]]></description>
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		<title>Why Ask Questions to Kick Butt?</title>
		<link>http://www.frontlineleadership.com/2010/01/why-ask-questions-to-kick-butt/</link>
		<comments>http://www.frontlineleadership.com/2010/01/why-ask-questions-to-kick-butt/#comments</comments>
		<pubDate>Mon, 25 Jan 2010 19:00:11 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[Corrective Feedback]]></category>
		<category><![CDATA[Frontline Management]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=239</guid>
		<description><![CDATA[Why would you ask questions to kick butt? Your job as a frontline manager is to manage the behaviour of your team members to ensure they are doing the right things to achieve the results you need. When they’ve done the wrong thing or nothing at all, our inclination can be to tell them. Tell them what they’ve done wrong. Tell them what they haven’t done. And tell them what they need to do differently. However, often there is a better way.
]]></description>
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		<title>Is your coaching approach failing both you and your people?</title>
		<link>http://www.frontlineleadership.com/2009/12/is-your-coaching-approach-failing-both-you-and-your-people/</link>
		<comments>http://www.frontlineleadership.com/2009/12/is-your-coaching-approach-failing-both-you-and-your-people/#comments</comments>
		<pubDate>Sun, 13 Dec 2009 22:05:38 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Core Performers]]></category>
		<category><![CDATA[Corrective Feedback]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Positive Reinforcement]]></category>
		<category><![CDATA[Skills Coaching]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=132</guid>
		<description><![CDATA[Why is coaching so important? Well, the Sales Executive Council’s research has revealed a strong, positive correlation between coaching effectiveness and (a) the performance of average (or core) performers (as much as 17% improvement), (b) high-performer retention, and (c) high and average performers’ willingness to work harder. Pretty impressive stuff!]]></description>
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