Immediate Feedback

High performance leaders share more positive feedback than criticism, but provide corrective feedback immediately when it is needed.

They provide more positive feedback simply because by encouraging others thru each success, the team builds momentum. They provide more positive feedback because they know that people respond to direction that reinforces their efforts. They provide more positive feedback because it works.

Corrective feedback cannot be ignored. When people are veering away from the standards, when their habits are becoming unproductive, when they are missing their goals, when they are creating problems for others -- the feedback must be precise and immediate.

How are you are providing necessary feedback?

What percentage of your feedback providing is positive as compared to corrective? Why do you think that is?

How can you increase the percentage of positive feedback that you provide?

-- Douglas Brent Smith

Learn more in the workshop: Communicating for Results

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A Promise or A Plan?

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More On Learning

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Focus First

Ambition without vision consumes everything around it. -- doug smith

High Performance Leaders and Emotions

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Have you ever noticed people getting grumpy, just when they need to be at their best? Problems can bring out the skepticism in us. They can rankle our intentions and sour our mood. When that happens, don't deny it. Experience it. Let it find you in the moment and then let it go. Are you ready? Let it go. We can solve more problems in a good mood than we can in a sour mood. While we can't force a good mood, there's not much benefit to holding onto a discontented one. It's served its purpose once it has your attention. As a problem solver, it's time to move on. If your role is the leader in the problem solving effort, it's time to create a better space. Bring some things into the environment to build more comfort, trust, and energy: - food - water - soft music - light - warmth - confidence - acceptance - appreciation What else could you bring? What works best for you? What would work best for your group? Sour moods serve their purpose -- but...

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