While delegation is a critical leadership competency, many leaders complain that delegation slows them down: it wastes time, shows disappointing results and causes confusion. These leaders have decided the easiest path is to do the work themselves. (more…)
Coming to closure is not an event. It is both a process for reflection on learning and a place marker for leveraging learning and moving on. (more…)
It is tough to give hard feedback. And, yet that is often just the kind of feedback that will challenge a mentee the most and make a quantum leap in their learning and development. (more…)
The deeper the conversation, the more opportunities there are for growth and development. (more…)
The initial conversation between you and your mentoring partner sets the tone for the relationship. (more…)
Feedback is essential to employee success. With it, employees can improve their weaknesses and become successful. Without it, employees often do not grow and develop in their roles because they do not know what to improve. (more…)
Hard feedback directly addresses the uncomfortable or emotional issues that impede effective workplace performance. Hard feedback is tough to give and often uncomfortable for the giver. Understanding these discomforts helps make giving feedback easier. (more…)
We often see our own performance differently from how others see it. In fact, a recent employee survey found that 92 percent of employees felt that their performance at work was above average. Clearly, not everyone is a stellar performer.
Feedback matters.
It fosters ownership, nurtures commitment, and creates ongoing value for individuals, teams, and the organization. The information, insights, and learning all parties gain through the feedback process can have tangible and immediate impact. (more…)
Once you’ve prepared -and by this we mean establish your criteria and find potential mentors – it is time act. Choose the right time and place and “pop the question.” (more…)
