Tag: feedback

Tension

FabrizioLeave a comment

Feedback often creates tension.

I want it this way.

I am not sure what, but something does not work.

Your piece of content misses the bigger picture.

Can you change that part and make it more professional?

I am sorry, I really do not like it.

Tension might eventually take you to a better place, but there are two problems.

First, tension takes time to resolve. Time that could actually be employed improving the outcome, doing something more valuable or even just going for a walk. Tension is difficult to dissipate, it actually tends to escalate. Particularly when the first unclear comment is followed by additional unclear statements that make the whole feedback situation a mess.

Also, tension sticks. When the job is eventually done, tension is still in the air. It does not matter at this point if the outcome is better, something has broken. And that is difficult to recover, even more difficult considering the fact this way of giving feedback is rarely a one-off.

Prepare before giving feedback.

Never let it be the first thing that comes to mind, never let it be an instinctual reaction to you seeing the work of others for the first time.

And if after you have done that, there is still vagueness in what you want to contribute, shut up and ask.

If you would have more time, what would you work on to make it better?

Guide me through your creative process.

What parts of it you do not like?

What would you need to make this the best of your blog posts?

What type of input are you seeking from me?

I believe

FabrizioLeave a comment

I believe is a powerful statement, one that leaves little room for discussion.

It is challenging to move from there, and often the only way forward for an argument based on I believe is to go back and exit it. It quickly becomes a matter of who is going to get tired first and withdraw.

We use I believe more often then we should. And we often leave it hanging between facts and opinions, increasing vagueness when we would actually bring a contribution to a matter we care about.

Some alternative ways that have more power to move the conversation past the current state.

I know ..

The numbers show ..

Our mutual understanding is based on ..

I would prefer ..

And the most powerful of all.

What do you believe?

The people you lead

FabrizioLeave a comment

It is the most difficult thing to understand, and perhaps the single biggest differentiator between a good leader and a mere manager.

The moment you start leading a team of people, your main responsibility shifts to them.

It is not to your boss, it is not to the management team, it is not to the executives, to other departments, to the board or to the company. Of course you also have responsibilities to these individuals and groups. But the main one, the one that defines your role, the one for which you will be measured in your leadership skills is to the people you lead.

Do you know them? Do you know their fears, motivators, ambitions, strengths? Do you know how they feel? Are you ready to have difficult conversations with them? Do you have an idea of where they have been professionally and have a plan for their future development? Do they come to you with ideas? Do you challenge them with problems? How do you discuss with them about their mistakes?

It is an extremely important relationship to build. And you have to allocate time for that before anything else.

Agent of change

FabrizioLeave a comment

It is not so difficult to agree that change needs to happen. It is much more complex to agree on what change adds up to and act on it.

So, if you are an agent of change, there are two things to keep in mind.

First, small wins are wins nonetheless. You do not have to achieve everything at once, and even small changes in the right direction are something to be proud of. Building blocks that can support larger wins in the future.

Second, not giving up is part of the package. You might be tempted – you WILL be tempted – to give up once things do not look exactly how you had planned. That is precisely when you have to take a deep breath, buckle down, and reinforce the message around the need for change.

Keep going.

Endorsement

FabrizioLeave a comment

Endorsing someone or something demands a huge amount of honesty and awareness.

Honesty, because you need to be absolutely sincere both with those you recommend and with those you recommend to. The former need to know what you stand for, what you can and cannot accept, what you will do in case trust is broken. The latter will hold you accountable and decide whether to confirm or dispute your reputation

Awareness, because you not only need to know which values are at stake, but also if and when they are challenged, how you would react, and what you would do to continue on your path.

This is good to keep in mind in a context where everyone is an influencer. And a good reminder also for when you write a recommendation for a colleague or share the profile of a friend who is looking for a job.