In last week’s post, “What’s the Difference between Feedback and Feedforward”, I noted that discussions that are mostly past focussed feel more like an interrogation that creates defensiveness. On the other hand, discussions that are mostly future focussed feel like a supportive coaching discussion that emphasises problem solving and creates opportunities. Consequently, in many situations you face day-to-day, feedforward makes much more sense than feedback.
If you are going to be successful as a manager you must recognise three very important basic facts about your role.
I’ve just been reviewing a case study on the outcomes of Effective Leadership consulting, training and support work we’ve been undertaking with one of our clients. There were key leadership problems described which echo what I’ve been hearing from many clients and prospective clients.
Similar problems have been highlighted in a recent report from the Center for Creative Leadership. They regard the gap between current leadership bench strength and future leadership demands as a serious liability for organisations.
Relationships.
There it is. That’s your lot. For people managers, leadership is about relationships. Period.
If you’d like more than one word, stick around. Let me expand…
It seems like everyone is talking about coaching in business these days, and perhaps with good reason. In their 2005 Strategic Research Findings, the Sales Executive Council identified that teams not receiving coaching under perform by a significant margin. On the other hand, teams that report receiving more than three hours of coaching per month exceed their goals by 7% on average.
Like the old saying goes, practice makes perfect. Get your basic leadership skills right and then practice, practice, practice.
Creating a vibrant team that is motivated with high morale can be a daunting a task. Sometimes it’s a task that can seem nearly impossible, especially if your people are disengaged with their work and the organisational culture.
Effective Leadership, when done well, can have a remarkable impact on organisations’ business performance. What do we mean by Effective Leadership skills and what do they include?
There is a distinct art in giving praise or feedback. As a people manager, if you can master this concept you open the door to develop engaged and motivated employees.
Frontline leaders commonly have similiar issues and continuously make the same mistakes day in, day out which compromise their performance. Two of the main issues are around giving too much negative feedback and failing to give appropriate direction.