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Should You Give Negative Feedback to Your Manager?

4/25/2023

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Whether you’re dealing with a supervisor who criticizes you in front of others, is dismissive of you, interrupts you, or otherwise frustrates you, giving negative feedback to the person you report to is a daunting prospect.  Writing in the Harvard Business Review, Tijs Besieux, a researcher at Harvard Business School, offers tips for deciding whether and how to proceed.
  • Determine if it’s necessary:  A one-time offense is different from a pattern. And even if you are justified, do the potential rewards outweigh the risks?
  • Prepare:  Block time on your manager’s calendar, identify how you want to begin the conversation. as your opening will set the tone for the whole interaction. Then plan the details of what you want to cover.
  • Rehearse: It’s hard to stick to a plan when you are nervous. Rehearsing can calm your nerves. Try practicing with another person, then ask them: ”Is my message clear?   How would you feel after hearing this?”
  • Talk, then listen:  Once you’ve delivered your core message, take a beat. Give your manager time to reflect and respond. Waiting even a few seconds may feel like a lifetime, but be patient, and give your manager as much time to talk as you take.

Have you ever given negative feedback to your manager, and did it yield the desired result? As a manager, can you remember when one of your employees successfully gave you negative feedback? To join the conversation, click "comments" above.
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Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. 

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Creating a Culture of Belonging

4/18/2023

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You may have seen the letter “B” added to the three-letter acronym DEI (Diversity, Equity, Inclusion), which has become ubiquitous in the world of business, government, and academia. The B stands for Belonging. According to Forbes senior contributor William Arruda, “Belonging is critical for inspiring a productive, engaged culture within any team.”
The hybrid/remote work environment has diluted human interaction, along with people’s sense of belonging. More than half of American employees reported feelings of isolation in the past year, and, according to McKinsey, 51% of people who left their jobs in 2022 did so in search of belonging and connection.
Great Place to Work revealed that when employees experience belonging, “they’re three times more likely to say their workplace is fun and five times more likely to want to stay at their company for a long time.” So, how can organizations foster a sense of belonging?
  • Make “belonging” a mantra:  Create opportunities for employees to interact.
  • Foster Empathy: Seeing the world through others’ eyes enhances connection.
  • Embrace differences:  Recognize the distinct value that different perspectives bring.
  • Establish a shared purpose and vision:  Common goals unite people.
  • Invest in talent development:  Sponsor team training and coaching programs. 
  • Be collaborative:  Be more expansive about whom to include in communication, meetings, and in the decision-making process.
  • Express gratitude:  Appreciation is appreciated, so find ways to embed this practice.
  • Reward those who foster belonging: Leaders can increase everyone’s sense of belonging when they call out others for building an environment that amps up belonging. 
What has your organization done lately to foster belonging? To join the conversation, click "comments" above.
Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. 

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How Great Leaders Motivate

4/11/2023

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The best leaders motivate and inspire people. Writing in
Inc., contributing editor Marcel Schwantes characterizes four simple, accessible behaviors that consistently create impact and drive performance:



  1. Set clear goals:  Help people see the context of their work on a micro level -- the small stuff matters -- and connect the dots on a macro level, helping them envision the bigger picture.  Gallup’s extensive research shows that not having clear goals is a key cause of employee disengagement.
  2. Schedule more one-on-ones:  Most leaders don't spend enough time getting to know the interests, strengths and desires of those who report to them. Strong relationships are intrinsically motivating.
  3. Give employees freedom to explore:  When Google encouraged employees to allocate 20 percent of their time to projects they thought would benefit the company, employees became more motivated by internal factors like curiosity and independence.
  4. Recognize your people:  Everyone needs encouragement. Gift your employees with confidence and affirmation. The more specific the praise, the better.
What have you done lately to motivate your employees, and what has been done to motivate you? To join the conversation, click "comments" above.
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Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. 

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The Payoff in Leadership Development

4/4/2023

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Without quality leadership, employee engagement and retention are endangered. Turnover hurts the bottom line, since hiring a new employee to replace an old one can cost anywhere from an additional 50 – 200 percent of the role’s salary. A far better solution, according to Katy Tynan, a principal analyst at Forrester, a global research and consulting firm, is to invest in leadership training.
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According to a survey of more than 700 HR leaders conducted by Forrester and HR Executive Magazine, 65 percent of businesses spend up to $2500 per employee annually on such trainings. Consider that if five managers making $100,000 annually quit, a company might need to spend $500,000 replacing them.

Of course, leadership development isn’t something you can simply throw money at, and there is no guarantee that one course will transform a person’s leadership ability. Tynan’s advice for retaining the best talent is to reinforce workshops and virtual learning programs with immediate opportunities for practice. For example, after a workshop on giving feedback, HR leaders could match attendees with learning partners to practice in simulated real situations. 
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Time, of course, has its own cost, but creating a learning community of practice can have deep and lasting benefits.
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How much does your organization spend on leadership training, and how much time does it allocate for follow-up? To join the conversation, click "comments" above.

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. 


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