I'm frequently asked to work with business leaders and their organizations to help them unlock leadership potential and build healthy cultures. Even upon the initial conversations, I can tell fairly quickly how easy our work will be and how quickly we'll create impact by three things:
The quality of your feedback has the power to make or break results in your organization, strengthen or dissolve connection, build or break trust, and elicit creativity or carefulness. What's the quality of your feedback?
I find feedback to be one of the most important leadership skills people can work with yet also one of the most intimidating; people fear it, avoid it, sugar coat it, and "feedback sandwich" it leaving the receiver with diluted feedback, hurt feelings, and lost opportunities that do no one any good.
This from a rock star who was killing it in results at her company but also leaving "dead bodies" and a trail of tissues behind with her team.
This is not uncommon--I see it all the time. Great performance, wicked talent, awesome people with unintended impact. An easy fix if the person wants it to be.
When I walk into a room to work with a group, I can usually tell within the first 5 to 10 minutes how solid the outcomes will be, and how tangible we'll be able to make them, simply by how people are showing up in that room. (Truth be told I get a sense of this way before the meeting just in the way the hosts set intentions and plan for it.)
The level of disengagement in the American workplace is staggering. But the solution is as simple as getting consistent feedback from your employees and providing positive feedback in return. [tweet_quote hashtags="@iepmethod" ]This feedback loop has been shown to increase employee engagement[/tweet_quote] as well as boosting creativity and productivity while improving retention.
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