Happy People = Better Workplace
Many leaders find that feedback sessions go well when they’re focused on content and data. However, what managers often struggle with feedback-wise is navigating all the personality dynamics in the mix.
How skilled are you at giving feedback when dealing with challenging personality types? Or types different from your own?
Here are 7 Key Feedback Essentials that will get you on the right track with Difficult Direct Reports.
There’s a lot of uncertainty right now, true? We wish we had more control – of aspects of our personal lives, of our kids & what’s happening in the schools, of our governmental policies – and we just don’t.
Instead, many of us bump up against feeling scarcity, separation, and powerlessness, the three henchmen of what Marshall Rosenberg used to call “domination” cultures.
Join as I share the three antidotes to these challenges. I’ll also get a little vulnerable about my personal journey (and share a big announcement…).
Hope you’ll walk away with some ideas on how to anchor into more empowerment, even in the face of ongoing waves of uncertainty.
Q: I have a colleague who shows up in most meetings ready to spar, like she’s on offense, and it makes me feel tense. Our group did have a short conversation about “working style” in which she said she likes to be authentic and frank – but I find it exhausting, already. I’m new to the organization and wonder if it makes sense to address this. Or should I wait for something more tangible to happen?
In our response, we’ll talk about how to build trust in this collaboration via a dialogue focused on metaconversations, owning assumptions, and making a few key translations. Take a look
