How do you discuss team performance with other leaders?

4 Listen and empathize

During the team performance discussion, you should not only share your data and examples, but also listen and empathize with the other leader. Listening means paying attention to what they say, asking open-ended questions, and clarifying any misunderstandings. Empathizing means acknowledging their feelings, perspectives, and concerns, and showing respect and appreciation for their work and contribution.

5 Collaborate and agree on actions

The ultimate goal of a team performance discussion is to collaborate and agree on actions that will benefit both teams and the organization. To achieve this, you should avoid blaming, criticizing, or imposing your views on the other leader, and instead seek to understand, compromise, and find common ground. You should also define clear and realistic actions, assign responsibilities, and set deadlines for follow-up.

6 Follow up and evaluate

After the team performance discussion, you should follow up and evaluate the results of the actions agreed upon. You can do this by sending a summary of the discussion, checking in regularly, providing feedback, and measuring progress. You should also recognize and celebrate any achievements, and address any challenges or gaps that may arise. This will help you maintain a positive and constructive relationship with the other leader, and improve your team's performance over time.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?