How To Give Negative Feedback In A Positive Way

How To Give Negative Feedback In A Positive Way – April 14, 2017

Feedback can be a powerful tool. Of course, positive feedback can make you feel like king of the world. “Your report looks great.” “You are exceeding the expectations of your team.” “You’re an effective leader.”

But negative feedback can set you back, make you depressed and rattle your confidence. “Why can’t your numbers look like Joe’s?” “Why are you always late with your report?” “You really need to manage that customer better.”

Get the picture?

Today, instead of talking about negative feedback, Promotional Consultant Today is focusing on “constructive feedback” —identifying and promoting change in behaviors that detract from high performance with these tips from published author and business executive, John Reh.

1. Be calm. When giving constructive feedback to improve an individual’s behavior, you want to be calm in your approach. If it’s an emotional issue, let your emotions subside before addressing the person, even if it means waiting a day before providing the feedback.

2. Never deliver negative feedback in front of team members. Being respectful to the individual is very important if your goal is to improve behavior and build confidence. Find a private place, like your office or a private conference room, to have the discussion and make sure the setting is professional and business focused. For example, a loud public setting like a Starbucks is not the best option. And do not address anything in front of colleagues or discuss it with colleagues. Keep the discussion private.

3. Focus on the observed behavior, not the person. As Reh points out, the purpose of constructive feedback is to eliminate behaviors that detract from high performance. If the individual perceives he or she is being attacked personally, the person will quickly turn defensive and the opportunity for a meaningful discussion will be lost. It’s important to not make it about the person’s character but about the action itself.

4. Be specific. In order for someone to change behavior, you have to be very specific about what change needs to take place and why it needs to change. Explain the impact to the business. Simply stating that “You need to do better” or “You screwed up” is certainly not effective.

5. Be timely. According to Reh, the best time to give constructive feedback is as soon as the action has taken place so that it’s fresh in that person’s mind. Also, you can focus on something tangible that the person can change right away. Feedback of all types should be given as soon as possible after the event.

6. Reaffirm your faith in the person. Most important, remind the person why they are on your team. Reinforce the good qualities that they bring to the table and why you have faith in their abilities. End on a positive know and give them the confidence and energy they need to make a change.

Feedback is a key component to growing as an individual. View constructive feedback as a positive action that can help someone, and be compassionate in your approach.

Source: John Reh is a senior business executive whose broad management experience encompasses managing projects up to $125 million and business units including up to 200-plus people. A published author, most recently as a contributing author to Business: The Ultimate Resource, Reh has set aside time throughout his career to mentor newer managers, often women and minorities, in the art and science of management-a skill that can be taught and learned.

Repost from PPAI Publications April 14, 2017

 

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Marketing Calendar 2017

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New Year – January 1 Dr. Martin Luther King Birthday – January 16 (Observed) Valentine’s Day – February 14 President’s Day – February 20
St. Patrick’s Day – March 17 April Fools – April 1 Easter – April 16 Earth Day – April 22
Mother’s Day – May 14 Memorial Day – May 29 Flag Day – June 14 Father’s Day – June 18
Independence Day – July 4 National Night Out – August 1 Labor Day – September 4 Columbus Day – October 9
Halloween – October 31 Veteran’s Day – November 11 Thanksgiving – November 23 Christmas Day – December 25

Five Must-Ask Questions For Your Next Job Interview

Originally published March 22, 2017 PPAI Publications

Five Must-Ask Questions For Your Next Job Interview

Today’s work environment is tougher than ever before. People are overworked. The pressures of Wall Street expectations get pushed down to all levels. With continued consolidation and layoffs, people become territorial over their roles, often fueling the fire for office politics.

So when you are seeking a new job, how do you know if the new culture you are entering is better than the one you are leaving behind? Even if the salary is higher or benefits are better, if the work environment is dysfunctional, then what you gain in salary you’ll give up in emotional strain and potential health problems.

In this issue of Promotional Consultant Today, we’re passing along these five important questions that Forbes contributor Liz Ryan recommends asking so that you don’t get stuck in a work environment that is worse that your current job.

1. Can you tell me a story about the culture here?
Ryan says the reason you don’t just ask “What is the culture like?” is because most people will give you a generic answer, “It’s great.” By asking for a culture story or example, the interviewer will have to stop and think. And if you ask several different interviewers who all give you the same story or who act annoyed that you asked this, then take it as a bad sign.

2. How will the person in this position help the department and the company reach their goals?
This question is designed to understand how your job fits into the larger picture. Save this question for your own department manager, rather than an HR interviewer. Again, if the hiring manager asked put out for being asked this question, then there’s a negative vibe. It’s not a good sign.

3. What’s the best thing about working here?
This question is good to ask every interviewer. If it’s something mundane like their dental plan rather than the work itself, people or growth opportunities, then the job might not have the depth that you want.

4. What made you decide to interview me?
As Ryan points out, this question forces your interviewer to relate your resume to the job they are trying to fill. You’ll know pretty quickly where you stand against other candidates.

As she says, “It takes a confident person to compliment another person, and although “Why did you decide to interview me?” is a businesslike and appropriate question, it also somewhat forces the interviewer to compliment you.”

She says that someone who is fearful or territorial in their job will not be happy to provide the compliments. Any reluctance you hear in their voice and see on their face is a bad sign.

5. What is the set of things your new hire will accomplish in the first 90 or 180 days that will make you very happy you hired them?

This final question forces your hiring manager to identify their wish list and focus on the purpose and specific goals of the job.

As Ryan says, you have to vet an employer as carefully as they vet you. Try these questions during your next job interview.

Source: Liz Ryan is CEO/founder of Human Workplace and author of Reinvention Roadmap. Follow her on Twitter and read her columns in Forbes .

 

Marketing Calendar 2017

www.Front2BackDesigns.com

New Year – January 1 Dr. Martin Luther King Birthday – January 16 (Observed) Valentine’s Day – February 14 President’s Day – February 20
St. Patrick’s Day – March 17 April Fools – April 1 Easter – April 16 Earth Day – April 22
Mother’s Day – May 14 Memorial Day – May 29 Flag Day – June 14 Father’s Day – June 18
Independence Day – July 4 National Night Out – August 1 Labor Day – September 4 Columbus Day – October 9
Halloween – October 31 Veteran’s Day – November 11 Thanksgiving – November 23 Christmas Day – December 25