Approaching a Superior with Feedback
•Download as PPTX, PDF•
0 likes•49 views
A financial-services professional based in Salt Lake City, Utah, Kenneth “Ken” Bridenstine is the owner of Wealth Consultation Inc. There, Ken Bridenstine provides consulting services and operational support to financial clientele. As a leader, Bridenstine seeks to maintain excellent customer service and create a positive work environment with open communications.
Report
Share
Report
Share
Recommended
Commitment
Commitment refers to a sincere and steadfast dedication to a course of action. It involves intellectually or emotionally binding oneself to a pledge or promise. Organizational commitment is driven by clear communication, job satisfaction, inspired leadership, effective performance management, and a positive work environment. Employees' commitment levels progress through stages from seeing their job as just a job to becoming advocates for the organization. Employees want their managers to help them see their value, feel proud, be heard, cared for, known, focused, challenged, trusted, and helped to grow. Managers can do this by providing feedback, discussing problems, seeking input, recognizing contributions, and providing opportunities for development.
Why should I be a mentor?
Mentors are a secret weapon of young entrepreneurs.
If you have been thinking about how your experience can impact young leaders and increase their chances to succeed, then this is something worth looking into.
Discretionary Work And Intrinsic Motivation Dhrf
The document discusses discretionary work and intrinsic motivation. It defines discretionary work as voluntary work done above minimum requirements and intrinsic motivation as motivation coming from within rather than external rewards. The document notes that an engaged workforce with intrinsic motivation can improve customer satisfaction, productivity, and morale while reducing turnover. However, Gallup research found that only 29% of employees are actively engaged while 71% do not give their full effort. The document provides tips for ensuring intrinsic motivation, such as engaging work, autonomy, communication, and recruitment based on strengths. Leaders must encourage discretionary work and intrinsic motivation through these strategies.
Employee Attachment Ppt 150
The document discusses employee attachment and how leaders can ensure staff feel attached to their role, organization, and leader. It outlines that attachment is influenced by an employee's relationship with their leader through character, attitude, and skills; their role through status, tasks, and opportunities; and the organization through values, culture, and induction. The psychological contract and trust are important for attachment. Leaders can build trust through authentic leadership, emotional intelligence, and walking their talk. Ongoing management, communication, feedback, and showing care also impact attachment.
Pay Personality
The document discusses how an individual's personality should be considered when designing pay plans. It describes the four main personality types in the DISC model - Dominant, Influential, Supportive, and Compliant - and provides recommendations for how each type should be approached in terms of goal setting, performance evaluation, rewards, and communication regarding compensation. The personality types vary in their preferences for individual vs team goals and rewards, level of risk tolerance, and frequency and type of feedback and recognition. Accounting for these differences can help engage employees and improve the effectiveness of variable pay plans.
Three Reasons Construction Leaders Fail: Learn Practical Ways to Identify and...
Construction is booming, and 2018 promises to be a great year for contractors.
Great leaders share these components of success:
1. Thinks Strategically
2. Maximizes People
3. No Silos
4. Results Focused
5. Mentors Others
6. Has High Personal Standards
Unfortunately, there are three areas that Construction Leaders fail (whether it be in the office or the field)
Lousy interpersonal and communication skills:
---Always seems to be feuding
---Has a reputation for being authoritarian
---Acts as a polarizing force
---Avoids direct communication
---Delivers bad news through e-mail
---Exhibits a hostile attitude towards co-workers
---Becomes the target of subtle or blatant sabotage efforts.
Failure to see beyond their functional silo:
---Unwilling to communicate or collaborate with others outside of his unit.
---Makes decisions that benefit his job but clearly hurt the overall company.
---Resists change that impacts him but clearly benefits the organization.
---Hoards information that might benefit others outside of his unit. ----Co-workers complain that the manager is out of touch with the organization’s mission.
Inability to deliver expected results:
---Results consistently below goal, especially those that are measurable.
---Manager blames others or makes excuses for their failure.
---Manager avoids discussions about setting, tracking and progressing toward goals.
---Manager spends too much time, energy and resources on low priority activity.
---Manager demonstrates a defeated or negative attitude.
---Team unaware of how they contribute to the manager’s or organization’s goals.
Watch this webinar and learn how to overcome those failures.
Susan Fleury Top 5 Strengths Aug 2015
This document profiles an operations and continuous improvement leader. It highlights their analytical, restorative, responsibility, developer, and individualization strengths based on a self-assessment. These strengths will help analyze processes, innovatively redesign systems, develop high-performing teams, and ensure accountability. The leader focuses on improving business performance through lean six sigma methods and personal and professional development.
The Manager
The document discusses qualities and responsibilities of effective leadership. It emphasizes that leaders must put people first, develop and communicate a shared vision, and build trust through strong relationships, character and communication. Effective leaders also focus on continuous learning and growth, serve their team with humility, and inspire others through positivity and by staying true to their philosophy during challenges.
Recommended
Commitment
Commitment refers to a sincere and steadfast dedication to a course of action. It involves intellectually or emotionally binding oneself to a pledge or promise. Organizational commitment is driven by clear communication, job satisfaction, inspired leadership, effective performance management, and a positive work environment. Employees' commitment levels progress through stages from seeing their job as just a job to becoming advocates for the organization. Employees want their managers to help them see their value, feel proud, be heard, cared for, known, focused, challenged, trusted, and helped to grow. Managers can do this by providing feedback, discussing problems, seeking input, recognizing contributions, and providing opportunities for development.
Why should I be a mentor?
Mentors are a secret weapon of young entrepreneurs.
If you have been thinking about how your experience can impact young leaders and increase their chances to succeed, then this is something worth looking into.
Discretionary Work And Intrinsic Motivation Dhrf
The document discusses discretionary work and intrinsic motivation. It defines discretionary work as voluntary work done above minimum requirements and intrinsic motivation as motivation coming from within rather than external rewards. The document notes that an engaged workforce with intrinsic motivation can improve customer satisfaction, productivity, and morale while reducing turnover. However, Gallup research found that only 29% of employees are actively engaged while 71% do not give their full effort. The document provides tips for ensuring intrinsic motivation, such as engaging work, autonomy, communication, and recruitment based on strengths. Leaders must encourage discretionary work and intrinsic motivation through these strategies.
Employee Attachment Ppt 150
The document discusses employee attachment and how leaders can ensure staff feel attached to their role, organization, and leader. It outlines that attachment is influenced by an employee's relationship with their leader through character, attitude, and skills; their role through status, tasks, and opportunities; and the organization through values, culture, and induction. The psychological contract and trust are important for attachment. Leaders can build trust through authentic leadership, emotional intelligence, and walking their talk. Ongoing management, communication, feedback, and showing care also impact attachment.
Pay Personality
The document discusses how an individual's personality should be considered when designing pay plans. It describes the four main personality types in the DISC model - Dominant, Influential, Supportive, and Compliant - and provides recommendations for how each type should be approached in terms of goal setting, performance evaluation, rewards, and communication regarding compensation. The personality types vary in their preferences for individual vs team goals and rewards, level of risk tolerance, and frequency and type of feedback and recognition. Accounting for these differences can help engage employees and improve the effectiveness of variable pay plans.
Three Reasons Construction Leaders Fail: Learn Practical Ways to Identify and...
Construction is booming, and 2018 promises to be a great year for contractors.
Great leaders share these components of success:
1. Thinks Strategically
2. Maximizes People
3. No Silos
4. Results Focused
5. Mentors Others
6. Has High Personal Standards
Unfortunately, there are three areas that Construction Leaders fail (whether it be in the office or the field)
Lousy interpersonal and communication skills:
---Always seems to be feuding
---Has a reputation for being authoritarian
---Acts as a polarizing force
---Avoids direct communication
---Delivers bad news through e-mail
---Exhibits a hostile attitude towards co-workers
---Becomes the target of subtle or blatant sabotage efforts.
Failure to see beyond their functional silo:
---Unwilling to communicate or collaborate with others outside of his unit.
---Makes decisions that benefit his job but clearly hurt the overall company.
---Resists change that impacts him but clearly benefits the organization.
---Hoards information that might benefit others outside of his unit. ----Co-workers complain that the manager is out of touch with the organization’s mission.
Inability to deliver expected results:
---Results consistently below goal, especially those that are measurable.
---Manager blames others or makes excuses for their failure.
---Manager avoids discussions about setting, tracking and progressing toward goals.
---Manager spends too much time, energy and resources on low priority activity.
---Manager demonstrates a defeated or negative attitude.
---Team unaware of how they contribute to the manager’s or organization’s goals.
Watch this webinar and learn how to overcome those failures.
Susan Fleury Top 5 Strengths Aug 2015
This document profiles an operations and continuous improvement leader. It highlights their analytical, restorative, responsibility, developer, and individualization strengths based on a self-assessment. These strengths will help analyze processes, innovatively redesign systems, develop high-performing teams, and ensure accountability. The leader focuses on improving business performance through lean six sigma methods and personal and professional development.
The Manager
The document discusses qualities and responsibilities of effective leadership. It emphasizes that leaders must put people first, develop and communicate a shared vision, and build trust through strong relationships, character and communication. Effective leaders also focus on continuous learning and growth, serve their team with humility, and inspire others through positivity and by staying true to their philosophy during challenges.
Updating Your Management Skills
This presentation is for new managers or existing managers who want to have a refresher. The perspective is from how management needs to change to deal with today\'s economy.
Giving Effective Feedback.ppt
The document outlines an agenda for a training session on giving effective feedback. The session will discuss strategic alignment with organizational goals, define key terms, cover the essentials of effective feedback, review sources and opportunities for feedback, and techniques for receiving feedback. Attendees will practice skills and provide evaluations of the training. The overall vision is to transform state government into a high-performance organization through human resources services including developing employees with feedback.
itSMF Belgium - Abc Workshop
1) The workshop aims to understand why service management struggles and share experiences on best practices. Participants will provide feedback and work to develop actionable outcomes.
2) Key topics that will be discussed include attitude, behavior, culture and how focusing on changing attitude and behavior can lead to changes in culture over time.
3) Survey results identified some "worse case practices" that still exist, such as different stakeholders having siloed views. The group will discuss why these issues still occur and how to address them through collaborative processes and clear roles, responsibilities, and objectives.
Stakeholder Engagement: Simple Steps to Better Public Consultation
What is stakeholder engagement? Why on earth would you want to engage with the negative nellies and nimby's who just want to oppose what you're doing? And how might you go about conducting a stakeholder engagement or public consultation program?
Strategies for Taking Charge
Here is another good book – Strategies for taking charge-from the leadership Guru – Warren Bennis with Burt Nanus.
Sales Influence Presentation June 2015 07062015
This document outlines a presentation on influencing stakeholders in procurement. It discusses applying the success factors of sales professionals, such as empathy and focus, to procurement professionals. It also covers key concepts related to influence, like the seven types of power. Three models for influencing stakeholders are presented: a 5-step model of telling the impact, understanding challenges, sharing solutions, reminding of benefits, and gaining agreement; 7 tactics like rational persuasion and consultation; and a push/pull model of raising or lowering a stakeholder's status. Exercises are used to practice implementing these factors, concepts, and models for influencing stakeholders.
Business Commitment
Commitment requires intellectual and emotional dedication to obligations and duties through loyalty, responsibility, and dedication to an organization above one's own needs. An employee survey revealed 60% were dissatisfied and looking for other jobs, increasing pressure on management to ensure satisfaction. Management should apply a "relative advantages approach" to provide financial, social, and psychological benefits to employees to increase satisfaction, loyalty, and commitment through training and better communication.
Resolving Workplace Conflict
Steve Smith offers presentations to companies on overcoming conflict in the workplace. The document summarizes his presentation, which discusses what conflict is, where it comes from, and ways to handle it. Conflict is defined as the perception of incompatible interests where one or both parties take an immovable position. It can stem from personality styles, organizational hierarchy, external factors, and more. If not addressed, conflict leads to diminished productivity, trust, and employee retention. The presentation recommends controlling emotions, understanding different perspectives, clear communication, and accountability to resolve conflicts in a way that builds trust and respect.
Ongoing Debate on Performance Reviews & Appraisal : Do Performance Reviews Ma...
Ongoing Debate on Performance Reviews & Appraisal : Do Performance Reviews Ma...Iris Corporate Solutions Pvt. Ltd.
Performance appraisals are fundamental to the positive growth and development of any organization. However, the manner in which they are conducted should be carefully chosen. Using them as a weapon to hurt the sentiments of any employee indicates misuse of a vital organization development technique. The end result that an organization must aspire for is the use of smart performance appraisal as a tool to cut down on wasteful operations and processes, instead of chopping down people.Change and growth are critical
The document discusses the differences between managers and leaders, and provides descriptions of leadership behaviors. It describes how the skills needed by individuals change as they progress from contributors to managers to executives. Managers focus on compliance and administration, while leaders focus on vision, strategy, and innovation. The document also includes scales to assess leadership behaviors such as external orientation, strategic thinking, delivering results, and communicating vision.
Leading your Organization through COVID-19 Crisis
Founder and CEO Thiru Thangarathinam represented MST Solutions and spoke at the Arizona Small Business Boot Camp & Collective event. Respond - Plan - Return Stronger.
Supv Succ Ii Leadership Blanchard
This document discusses employee passion and leadership strategies for inspiring passion. It summarizes Ken Blanchard's research finding that employee engagement is critical for productivity, profitability and customer loyalty. According to Blanchard, strategic and operational leadership are key to motivating employees. The document then lists eight factors that contribute to employee passion: meaningful work, collaboration, fairness, autonomy, recognition, growth opportunities, connectedness with leaders and colleagues. Leaders can impact employee perception in these areas to increase passion. It also provides tips for encouraging employees from authors Jim Kouzes and Barry Posner, such as setting clear standards, expecting the best from people, and celebrating accomplishments together.
PI_ChristyCharlton_052307
Christy Charlton is an outgoing, friendly person focused on building relationships and helping others. She works well collaboratively and enjoys motivating people. As a manager, Christy would focus on building a harmonious team through encouragement and gaining consensus. She is adept at sales through connecting with people and understanding their needs. To be most effective, Christy thrives in social environments where she can frequently interact with others while having clear responsibilities and recognition.
Walkthrough in hr
The document discusses accountability and responsibility in organizations. It states that "not me" attitudes are often a result of a lack of clarity around who is accountable and responsible for certain tasks. It emphasizes that responsibility is ensuring a task gets done, not necessarily doing it yourself, while accountability is being answerable for the outcome. An organization chart can help provide clarity on responsibilities and accountabilities so that "not me" situations are avoided. The document then lists some HR expertise areas and common issues handled in HR.
What I've learned about Culture Transformation...
The document discusses organizational culture, engagement, and the impact of leadership on culture transformation. It notes that culture is the shared behaviors, beliefs, and expectations that define an organization. Engagement refers to the commitment of individuals to sustain business performance. The key points are that culture matters most during difficult times, leaders stand within the existing culture and have two choices to either harness existing agreement or allow unknown forces to continue, and that culture flows from the top down as well as from empowered front line employees infecting the organization upwards.
Resourceful
This short article discusses being resourceful when facing challenges like lack of time, money or support. It recommends finding creative solutions to overcome obstacles and see them as opportunities to become more determined rather than letting them stop you. The author is Brittney Castro, founder and CEO of Financially Wise Women.
Effective Leadership
This document discusses the qualities of effective leadership and emotional intelligence. It provides examples of leadership prerequisites like IQ, technical skills, and emotional intelligence. Followers want excitement, importance, significance, and to work towards a cause within a feeling of community. The document then examines components of emotional intelligence like self-awareness, self-regulation, motivation, empathy, and social skills. It provides cases to evaluate these components and emphasizes that emotional intelligence can be learned through motivation, extensive practice, and openness to feedback.
Customer Experience and Employees
Customer Experience tends to focus on tools and process. This ignores the inescapable truth that great customer experience occurs between two or more human beings.
Types of feedback
There are several types of feedback including motivational feedback which rewards positive behavior, developmental feedback which highlights areas for improvement, and constructive feedback which encourages self-development. Other types are intrinsic feedback from self-evaluation and extrinsic feedback received from others, as well as negative feedback, positive feedback, immediate feedback, and delayed feedback.
Moving from team’s dysfunction to high performance
This document discusses how to move a dysfunctional team to high performance by addressing five common pitfalls outlined by Patrick Lencioni: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. It provides strategies for overcoming each pitfall, with a focus on the leader's important role in modeling vulnerability to build trust, surfacing issues to encourage constructive conflict, setting expectations for accountability, and ensuring a focus on results over self-interest. Addressing these pitfalls can help teams achieve clarity, buy-in, and overall better performance and outcomes for the organization.
15 leadership skills for career success
The document discusses 15 leadership skills for career success. It outlines skills such as empowering employees, being selfless, thinking critically and creatively, making quick decisions, developing more leaders, embracing humor, leading through change, embracing versatility, leading through influence rather than authority, developing trust, taking initiatives, attentive listening, raising emotional intelligence, being resilient, and bouncing back from mistakes. Mastering these skills can help one become an inspiration to others and achieve career success as a leader.
Performance Counselling
1. The document provides guidance on performance counseling and feedback for managers. It discusses when counseling and feedback are appropriate, how to conduct effective counseling and feedback sessions, and what to do if counseling does not achieve the expected outcomes.
2. Key aspects of effective counseling and feedback include being timely, factual, constructive, and focused on agreed outcomes for improvement. Counseling should be a two-way discussion to address underperformance, misconduct, or other issues.
3. If counseling does not resolve the problem, options may include changing duties, moving to a new role, formal warnings, or misconduct procedures, depending on the situation. The overall goal is to improve performance or conduct through open communication and agreed action plans.
More Related Content
What's hot
Updating Your Management Skills
This presentation is for new managers or existing managers who want to have a refresher. The perspective is from how management needs to change to deal with today\'s economy.
Giving Effective Feedback.ppt
The document outlines an agenda for a training session on giving effective feedback. The session will discuss strategic alignment with organizational goals, define key terms, cover the essentials of effective feedback, review sources and opportunities for feedback, and techniques for receiving feedback. Attendees will practice skills and provide evaluations of the training. The overall vision is to transform state government into a high-performance organization through human resources services including developing employees with feedback.
itSMF Belgium - Abc Workshop
1) The workshop aims to understand why service management struggles and share experiences on best practices. Participants will provide feedback and work to develop actionable outcomes.
2) Key topics that will be discussed include attitude, behavior, culture and how focusing on changing attitude and behavior can lead to changes in culture over time.
3) Survey results identified some "worse case practices" that still exist, such as different stakeholders having siloed views. The group will discuss why these issues still occur and how to address them through collaborative processes and clear roles, responsibilities, and objectives.
Stakeholder Engagement: Simple Steps to Better Public Consultation
What is stakeholder engagement? Why on earth would you want to engage with the negative nellies and nimby's who just want to oppose what you're doing? And how might you go about conducting a stakeholder engagement or public consultation program?
Strategies for Taking Charge
Here is another good book – Strategies for taking charge-from the leadership Guru – Warren Bennis with Burt Nanus.
Sales Influence Presentation June 2015 07062015
This document outlines a presentation on influencing stakeholders in procurement. It discusses applying the success factors of sales professionals, such as empathy and focus, to procurement professionals. It also covers key concepts related to influence, like the seven types of power. Three models for influencing stakeholders are presented: a 5-step model of telling the impact, understanding challenges, sharing solutions, reminding of benefits, and gaining agreement; 7 tactics like rational persuasion and consultation; and a push/pull model of raising or lowering a stakeholder's status. Exercises are used to practice implementing these factors, concepts, and models for influencing stakeholders.
Business Commitment
Commitment requires intellectual and emotional dedication to obligations and duties through loyalty, responsibility, and dedication to an organization above one's own needs. An employee survey revealed 60% were dissatisfied and looking for other jobs, increasing pressure on management to ensure satisfaction. Management should apply a "relative advantages approach" to provide financial, social, and psychological benefits to employees to increase satisfaction, loyalty, and commitment through training and better communication.
Resolving Workplace Conflict
Steve Smith offers presentations to companies on overcoming conflict in the workplace. The document summarizes his presentation, which discusses what conflict is, where it comes from, and ways to handle it. Conflict is defined as the perception of incompatible interests where one or both parties take an immovable position. It can stem from personality styles, organizational hierarchy, external factors, and more. If not addressed, conflict leads to diminished productivity, trust, and employee retention. The presentation recommends controlling emotions, understanding different perspectives, clear communication, and accountability to resolve conflicts in a way that builds trust and respect.
Ongoing Debate on Performance Reviews & Appraisal : Do Performance Reviews Ma...
Ongoing Debate on Performance Reviews & Appraisal : Do Performance Reviews Ma...Iris Corporate Solutions Pvt. Ltd.
Performance appraisals are fundamental to the positive growth and development of any organization. However, the manner in which they are conducted should be carefully chosen. Using them as a weapon to hurt the sentiments of any employee indicates misuse of a vital organization development technique. The end result that an organization must aspire for is the use of smart performance appraisal as a tool to cut down on wasteful operations and processes, instead of chopping down people.Change and growth are critical
The document discusses the differences between managers and leaders, and provides descriptions of leadership behaviors. It describes how the skills needed by individuals change as they progress from contributors to managers to executives. Managers focus on compliance and administration, while leaders focus on vision, strategy, and innovation. The document also includes scales to assess leadership behaviors such as external orientation, strategic thinking, delivering results, and communicating vision.
Leading your Organization through COVID-19 Crisis
Founder and CEO Thiru Thangarathinam represented MST Solutions and spoke at the Arizona Small Business Boot Camp & Collective event. Respond - Plan - Return Stronger.
Supv Succ Ii Leadership Blanchard
This document discusses employee passion and leadership strategies for inspiring passion. It summarizes Ken Blanchard's research finding that employee engagement is critical for productivity, profitability and customer loyalty. According to Blanchard, strategic and operational leadership are key to motivating employees. The document then lists eight factors that contribute to employee passion: meaningful work, collaboration, fairness, autonomy, recognition, growth opportunities, connectedness with leaders and colleagues. Leaders can impact employee perception in these areas to increase passion. It also provides tips for encouraging employees from authors Jim Kouzes and Barry Posner, such as setting clear standards, expecting the best from people, and celebrating accomplishments together.
PI_ChristyCharlton_052307
Christy Charlton is an outgoing, friendly person focused on building relationships and helping others. She works well collaboratively and enjoys motivating people. As a manager, Christy would focus on building a harmonious team through encouragement and gaining consensus. She is adept at sales through connecting with people and understanding their needs. To be most effective, Christy thrives in social environments where she can frequently interact with others while having clear responsibilities and recognition.
Walkthrough in hr
The document discusses accountability and responsibility in organizations. It states that "not me" attitudes are often a result of a lack of clarity around who is accountable and responsible for certain tasks. It emphasizes that responsibility is ensuring a task gets done, not necessarily doing it yourself, while accountability is being answerable for the outcome. An organization chart can help provide clarity on responsibilities and accountabilities so that "not me" situations are avoided. The document then lists some HR expertise areas and common issues handled in HR.
What I've learned about Culture Transformation...
The document discusses organizational culture, engagement, and the impact of leadership on culture transformation. It notes that culture is the shared behaviors, beliefs, and expectations that define an organization. Engagement refers to the commitment of individuals to sustain business performance. The key points are that culture matters most during difficult times, leaders stand within the existing culture and have two choices to either harness existing agreement or allow unknown forces to continue, and that culture flows from the top down as well as from empowered front line employees infecting the organization upwards.
Resourceful
This short article discusses being resourceful when facing challenges like lack of time, money or support. It recommends finding creative solutions to overcome obstacles and see them as opportunities to become more determined rather than letting them stop you. The author is Brittney Castro, founder and CEO of Financially Wise Women.
Effective Leadership
This document discusses the qualities of effective leadership and emotional intelligence. It provides examples of leadership prerequisites like IQ, technical skills, and emotional intelligence. Followers want excitement, importance, significance, and to work towards a cause within a feeling of community. The document then examines components of emotional intelligence like self-awareness, self-regulation, motivation, empathy, and social skills. It provides cases to evaluate these components and emphasizes that emotional intelligence can be learned through motivation, extensive practice, and openness to feedback.
Customer Experience and Employees
Customer Experience tends to focus on tools and process. This ignores the inescapable truth that great customer experience occurs between two or more human beings.
Types of feedback
There are several types of feedback including motivational feedback which rewards positive behavior, developmental feedback which highlights areas for improvement, and constructive feedback which encourages self-development. Other types are intrinsic feedback from self-evaluation and extrinsic feedback received from others, as well as negative feedback, positive feedback, immediate feedback, and delayed feedback.
Moving from team’s dysfunction to high performance
This document discusses how to move a dysfunctional team to high performance by addressing five common pitfalls outlined by Patrick Lencioni: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. It provides strategies for overcoming each pitfall, with a focus on the leader's important role in modeling vulnerability to build trust, surfacing issues to encourage constructive conflict, setting expectations for accountability, and ensuring a focus on results over self-interest. Addressing these pitfalls can help teams achieve clarity, buy-in, and overall better performance and outcomes for the organization.
What's hot (20)
Stakeholder Engagement: Simple Steps to Better Public Consultation
Stakeholder Engagement: Simple Steps to Better Public Consultation
Ongoing Debate on Performance Reviews & Appraisal : Do Performance Reviews Ma...
Ongoing Debate on Performance Reviews & Appraisal : Do Performance Reviews Ma...
Moving from team’s dysfunction to high performance
Moving from team’s dysfunction to high performance
Similar to Approaching a Superior with Feedback
15 leadership skills for career success
The document discusses 15 leadership skills for career success. It outlines skills such as empowering employees, being selfless, thinking critically and creatively, making quick decisions, developing more leaders, embracing humor, leading through change, embracing versatility, leading through influence rather than authority, developing trust, taking initiatives, attentive listening, raising emotional intelligence, being resilient, and bouncing back from mistakes. Mastering these skills can help one become an inspiration to others and achieve career success as a leader.
Performance Counselling
1. The document provides guidance on performance counseling and feedback for managers. It discusses when counseling and feedback are appropriate, how to conduct effective counseling and feedback sessions, and what to do if counseling does not achieve the expected outcomes.
2. Key aspects of effective counseling and feedback include being timely, factual, constructive, and focused on agreed outcomes for improvement. Counseling should be a two-way discussion to address underperformance, misconduct, or other issues.
3. If counseling does not resolve the problem, options may include changing duties, moving to a new role, formal warnings, or misconduct procedures, depending on the situation. The overall goal is to improve performance or conduct through open communication and agreed action plans.
TalentMap-Webinar-Deck-Impact of-Immediate-Manager-26mar15
Immediate managers have a huge impact on engaging employees. The best managers develop personal relationships with employees, provide regular feedback and recognition, clearly communicate goals and expectations, and empower employees. Struggling managers can improve by gaining self-awareness through 360-degree feedback and coaching. They must be willing to change undesirable behaviors like inconsistency and lack of communication. Upcoming webinars will provide tools to help managers and HR professionals strengthen engagement.
Presentation Slides-Supervisory Skills.pptx
The document discusses several topics related to effective supervision and leadership. It provides advice on:
1) Factors a supervisor should consider when assigning tasks to new employees, such as their experience level and training needs.
2) The importance of providing constructive feedback to subordinates that is specific, focused on issues they can control, and given respectfully.
3) Characteristics of good supervisors, such as treating others fairly, establishing trust, setting clear expectations, and fostering teamwork and productivity.
4) Mistakes made by unsuccessful supervisors, like failing to plan adequately, not listening to employees, and prioritizing their own status over building a cooperative work environment.
United Minds’ Forward to Work: Leadership in Uncertain Times
United Minds’ Forward to Work: Perspectives to Guide Re-entry webinar series explores different considerations for people, culture, and change leaders managing the return to work.
In our fourth session, “Leading in Uncertain Times,” former Chief Human Resources Officer of State Street Capital Alison Quirk and President of United Minds Kate Bullinger discussed:
- The leadership challenge before us
- Profile of a leader in these uncertain times
- What employees need from leadership now
- Preparing leaders for re-entry
- Seizing the long-term reinvention opportunity
Please visit our website for more information: http://unitedmindsglobal.com.
Coaching Presentation F
Annette B. Reissfelder is an executive coach who helps senior executives, company owners, and others address challenges they face. As a coach, she acts as a sounding board, observer, guide, facilitator, and supporter to help clients gain clarity, focus, and drive change. She establishes trust and listens fully to understand clients' goals before providing feedback. Her approach differs from expectations by respecting what issues clients identify and taking a more active role only when invited. Hundreds of clients have benefited from her style over her 10+ years of international coaching experience.
Bank relationship manager perfomance appraisal 2
This document provides information and resources for evaluating the performance of a bank relationship manager. It includes a sample performance evaluation form spanning 4 pages that can be used to rate a bank relationship manager on various performance factors using a rating scale. It also provides examples of positive and negative phrases that can be used in a performance review for attributes such as attitude, creativity, decision-making, interpersonal skills, problem-solving abilities, and teamwork. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
Healthcare consultant perfomance appraisal 2
This document provides information and resources for evaluating the job performance of a healthcare consultant. It includes a 4-page sample performance evaluation form with rating scales for evaluating various performance factors such as administration, communication, decision-making, customer service, and more. It also gives examples of performance review phrases for different skills and lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The resources aim to help managers properly conduct performance reviews and development healthcare consultants.
Topic 5 Presentation
This document is a presentation on leaders motivating and creating community. It discusses Henry Ford's quote about coming together, keeping together, and working together. It then reviews chapters from Kouzes & Posner's book on recognizing contributions and celebrating values and victories. The presentation provides examples of how leaders can recognize individual excellence and create a spirit of community through celebrations. It also reviews an article on thriving at work and the impact of psychological capital and supervisor support. The presentation emphasizes the importance of creating supportive relationships and communities at work.
Credit administrator perfomance appraisal 2
This document contains materials for evaluating the job performance of a credit administrator, including:
- A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
- Links to additional online resources for performance appraisals, including sample forms, phrases for evaluations, and tips for self-appraisals and setting goals.
- A list of standard performance rating definitions to ensure consistent evaluations.
The materials provide a comprehensive template and guidelines for evaluating a credit administrator's work performance and developing their skills.
Financial service advisor performance appraisal
Financial service advisor job description,Financial service advisor goals & objectives,Financial service advisor KPIs & KRAs,Financial service advisor self appraisal
What Are the Qualities of a Good Employee
As an HR manager, you know a company is only as strong as its employees.
Your employees are the backbone of your company. They are the ones who interact with customers, produce products, and provide services.
In many ways, they are the ambassadors of your brand, and their interactions with customers can either reinforce or undermine your brand identity.
That’s why knowing what qualities to look for in new hires is essential.
By finding candidates who align with your company’s values and providing them with comprehensive training, employees will be able to represent your brand effectively. So, what should you look for?
1. Identifying the qualities of a good employee
2. The 7 qualities of a good employee
3. The importance of hiring the right people
4. Your employees with either make or break your business
Financial consultant performance appraisal
Financial consultant job description,Financial consultant goals & objectives,Financial consultant KPIs & KRAs,Financial consultant self appraisal
Bank consultant performance appraisal
Bank consultant job description,Bank consultant goals & objectives,Bank consultant KPIs & KRAs,Bank consultant self appraisal
Wellness coordinator performance appraisal
Wellness coordinator job description,Wellness coordinator goals & objectives,Wellness coordinator KPIs & KRAs,Wellness coordinator self appraisal
Loan consultant performance appraisal
Loan consultant job description,Loan consultant goals & objectives,Loan consultant KPIs & KRAs,Loan consultant self appraisal
Pensions administrator performance appraisal
Pensions administrator job description, Pensions administrator goals & objectives, Pensions administrator KPIs & KRAs, Pensions administrator self appraisal
Financial aid coordinator performance appraisal
Financial aid coordinator job description, Financial aid coordinator goals & objectives, Financial aid coordinator KPIs & KRAs, Financial aid coordinator self appraisal
Financial administrator performance appraisal
Financial administrator job description,Financial administrator goals & objectives,Financial administrator KPIs & KRAs,Financial administrator self appraisal
Investment consultant perfomance appraisal 2
This document contains materials for evaluating the performance of an investment consultant, including:
1) A 4-page job performance evaluation form with ratings for various performance factors and sections for comments.
2) Examples of performance review phrases for an investment consultant, covering areas like attitude, creativity, decision-making, and interpersonal skills.
3) An overview of the top 12 methods for evaluating an investment consultant's performance, such as management by objectives, critical incident method, and 360-degree feedback.
Similar to Approaching a Superior with Feedback (20)
TalentMap-Webinar-Deck-Impact of-Immediate-Manager-26mar15
TalentMap-Webinar-Deck-Impact of-Immediate-Manager-26mar15
United Minds’ Forward to Work: Leadership in Uncertain Times
United Minds’ Forward to Work: Leadership in Uncertain Times
Recently uploaded
Sanfilippo Paladino - From Manager to Leader - Developing Your Leadership Sty...
Sanfilippo Paladino - From Manager to Leader - Developing Your Leadership Style.pdf
一比一原版(ud毕业证书)丹佛大学毕业证如何办理
原版一模一样【微信：741003700 】【(ud毕业证书)丹佛大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(ud毕业证书)丹佛大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(ud毕业证书)丹佛大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(ud毕业证书)丹佛大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(ud毕业证书)丹佛大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
一比一原版（BCU毕业证）伯明翰城市大学毕业证如何办理
原件一模一样【微信：176555708】【伯明翰城市大学毕业证（BCU学位证）成绩单】【微信：176555708】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份【微信：176555708】
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
办理伯明翰城市大学毕业证（BCU学位证）学位证【微信：176555708 】外观非常精致，由特殊纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理伯明翰城市大学毕业证（BCU学位证）学位证【微信：176555708 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理伯明翰城市大学毕业证（BCU学位证）学位证【微信：176555708 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理伯明翰城市大学毕业证（BCU学位证）学位证【微信：176555708 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
PROMOTING GREEN ENTREPRENEURSHIP AND ECO INNOVATION FOR SUSTAINABLE GROWTH.docx
: This study investigates the multi-faceted relationship between entrepreneurship, innovation, and sustainability across countries at different development levels. We construct a novel dataset combining measures of entrepreneurial activity, innovation outputs, and sustainability performance indicators related to economic, social, and environmental dimensions.Using country-level panel regression analysis, we find that entrepreneurship rates and attitudes are positively associated with social sustainability factors like education, gender equality, and institutional quality. However, high entrepreneurship levels do not necessarily correlate with better environmental sustainability outcomes, suggesting entrepreneurs may prioritize economic objectives over environmental ones.The results for innovation are more mixed. Greater innovation output is linked to higher economic development, but also associated with both positive and negative sustainability factors. This implies that while innovations drive economic progress, they may come with environmental costs without complementary policies. The findings suggest that entrepreneurship supports social sustainability, but pursuing entrepreneurship and innovation alone is insufficient for achieving environmental sustainability goals. We discuss policy implications, including strengthening education and skills, improving access to financing for sustainable ventures, incentivizing green innovation, and developing sustainability reporting standards. By aligning entrepreneurship and innovation with sustainability priorities, policymakers can harness these dynamic forces to create more sustainable, inclusive, and resilient economies.
Ecofrico: Leading the Way in Sustainable Hemp Backpacks
Explore Ecofrico's commitment to sustainability with our range of eco-friendly hemp backpacks. Discover how we combine ethical production, durable materials, and global reach to promote a greener future.
一比一原版(flinders毕业证书)澳洲弗林德斯大学毕业证如何办理
原版一模一样【微信：741003700 】【(flinders毕业证书)澳洲弗林德斯大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(flinders毕业证书)澳洲弗林德斯大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(flinders毕业证书)澳洲弗林德斯大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(flinders毕业证书)澳洲弗林德斯大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(flinders毕业证书)澳洲弗林德斯大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
一比一原版(ucsf毕业证书)加利福尼亚大学旧金山分校毕业证如何办理
原版一模一样【微信：741003700 】【(ucsf毕业证书)加利福尼亚大学旧金山分校毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(ucsf毕业证书)加利福尼亚大学旧金山分校毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(ucsf毕业证书)加利福尼亚大学旧金山分校毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(ucsf毕业证书)加利福尼亚大学旧金山分校毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(ucsf毕业证书)加利福尼亚大学旧金山分校毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
Recently uploaded (8)
Sanfilippo Paladino - From Manager to Leader - Developing Your Leadership Sty...
Sanfilippo Paladino - From Manager to Leader - Developing Your Leadership Sty...
PROMOTING GREEN ENTREPRENEURSHIP AND ECO INNOVATION FOR SUSTAINABLE GROWTH.docx
PROMOTING GREEN ENTREPRENEURSHIP AND ECO INNOVATION FOR SUSTAINABLE GROWTH.docx
Ecofrico: Leading the Way in Sustainable Hemp Backpacks
Ecofrico: Leading the Way in Sustainable Hemp Backpacks
Approaching a Superior with Feedback
- 1. APPROACHING A SUPERIOR WITH FEEDBACK KEN BRIDENSTINE
- 2. INTRODUCTION A financial-services professional based in Salt Lake City, Utah, Kenneth “Ken” Bridenstine is the owner of Wealth Consultation Inc. There, Ken Bridenstine provides consulting services and operational support to financial clientele. As a leader, Bridenstine seeks to maintain excellent customer service and create a positive work environment with open communications. Occasionally, it becomes necessary to give feedback to a superior. In these instances, employees would be wise to keep some guiding principles in mind. It is an unfortunate reality that many people in leadership positions do not receive the feedback they need to sharpen their job performance. Prudent administrators will welcome assessments from their workers when appropriate. Others need their staff to offer insights whether they are asked for it or not. In both cases, employees should use care when giving constructive criticism or suggestions to their supervisors. Here are a few tips for this task:
- 3. FEEDBACK Consider the relationship Before a worker approaches their superior, the existing relationship should be evaluated. If trust and rapport have not been established, there is a good chance that observations will not be received well or dismissed entirely. Spend time planning before the meeting The time an employee spends planning their words, approach, and motives will not be wasted. Only address critical issues and take care to not become sidetracked or succumb to the temptation to vent. Frame concerns around the context When a superior asks for feedback about an issue, workers should make sure that their response covers the leader’s specific concerns. When comments are unsolicited, an employee can seek permission by asking questions such as, “Would it be helpful for me to offer you feedback at any point on this project?” Overall, discerning leaders open themselves up to constructive criticism, knowing that outside perspectives can only benefit their overall performance. When it is necessary for employees to share important insights, they should do so with respect, care, and wisdom.