The other day I got the kind of feedback that kicks you in the gut and makes your brain hurt for days. I’m sure you know the kind, it stings with truth, but you’ve got a gazillion counter points you would never say out loud, for fear of appearing to not be listening. It’s from an amazing leader who worked on my team for several years, and is a regular reader of LGL. This is a long one, so for
It takes more than qualifications to get the job. Don’t count on your track record. In a close race, best prepared wins. Two candidates were interviewing for a District Sales Manager position. Both had great backgrounds and qualifications. Both nailed the Behavior Based Interview, and we moved on to talk about their planned approach. Joe (not his real name) came with his generic 90 day strategy. It was as if
This month’s Frontline Festival is all about Feedback and Coaching. I am delighted by the outpouring of submissions. It’s an amazing line-up.
Lolly Daskal, encourages us to take some risks in giving feedback in her post, We Need a Courageous Conversation “In most organizations, and in our relationships, we’re all so busy being polite with everyone that we’re either
Have you ever received frustrating feedback? Have you ever wanted to shout, “are you freaking serious?” “Have you looked at the impact YOU are making?” “I don’t want to roll like you.” How do you know if the feedback is frustrating because it’s wrong or because it’s exposing a sensitive blind spot. What if it comes from your boss? It’s VERY
The best time to transform to a radically new leadership style is when you start fresh with a new team. But that’s not always practical or feasible. You’ve been reading blogs, books, and maybe attended a course or got some 360 feedback, but your team doesn’t know all of that. If you transform your style now, what will they think? If you suddenly start asking questions instead of tellingrecognizing