Remarkability
challenging you to bring everything remarkable that you are to everything you do!
Wednesday, 19 December 2007
Regular Performance Feedback is Essential for Success in Your Team
I got a call from a mate of mine today to tell me some good news. His ogre boss had finally resigned from his job and left the company to move on to "greener pastures". You see this guy was not a popular boss, loved the sound of his own voice, listened to no ones ideas except his own and argued continually with his management Board.
The Management Board instead of taking the time to give this guy some truthful feedback elected to sit back and grumble about their choice in appointing this General Manager. They argued with him constantly and finally exerted enough pressure that he left.
Imagine now if they had taken the time to sit with the guy they chose for the most important job in the company and gave him some honest, constructive feedback. Imagine if they had followed up this feedback with a structured plan of attack that was clear for both parties. Imagine the difference this could have made to their relationship and to the finances and morale of their company. Instead they chose to sit on their hands and grumble.
Regular feedback is essential for the successful performance of any team. Take every opportunity you get to give everyone in your team feedback. Schedule a regular meeting with each and every member of your team to find out what they have been doing over the last month and what they plan to do in the coming month. Use these regular meetings as a positive reinforcement of outcomes. Believe it or not your staff will actually look forward to meeting with you to report their successes.
If you like I can give you more information on a structure and process for these meetings, drop me an email for more lindsay.adams@remacue.com
Be Remarkable
Lindsay
Teamocractist
The Management Board instead of taking the time to give this guy some truthful feedback elected to sit back and grumble about their choice in appointing this General Manager. They argued with him constantly and finally exerted enough pressure that he left.
Imagine now if they had taken the time to sit with the guy they chose for the most important job in the company and gave him some honest, constructive feedback. Imagine if they had followed up this feedback with a structured plan of attack that was clear for both parties. Imagine the difference this could have made to their relationship and to the finances and morale of their company. Instead they chose to sit on their hands and grumble.
Regular feedback is essential for the successful performance of any team. Take every opportunity you get to give everyone in your team feedback. Schedule a regular meeting with each and every member of your team to find out what they have been doing over the last month and what they plan to do in the coming month. Use these regular meetings as a positive reinforcement of outcomes. Believe it or not your staff will actually look forward to meeting with you to report their successes.
If you like I can give you more information on a structure and process for these meetings, drop me an email for more lindsay.adams@remacue.com
Be Remarkable
Lindsay
Teamocractist
Labels: Lindsay, Performance Feedback, Teams
Sunday, 5 August 2007
Utilise the Strengths of Individuals in Remarkable Teams
Just as individuals are remarkable and unique so are teams. The thing with teams of course is that they are made up of individuals who bring with them a whole range of individual talents and skills, some are remarkable and some are less than remarkable. So how do you create a Remarkable Team? Start by recognising the strengths and talents of each team member. Take time to acknowledge those strengths and utilise them as a team. Next target the areas for improvement, how can you support your team colleagues to learn and grow?
Recognising that everyone has the capacity to learn and grow is the first step in creating remarkable teams.
Recognising that everyone has the capacity to learn and grow is the first step in creating remarkable teams.
email Ian
email Charles
