Appello Partners’ Post

It's about time we addressed the elephant in the room - 𝘃𝗮𝗴𝘂𝗲 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 fail, period. Here's a better way for leaders to engage employees: When a leader asks something like, "Can you give me a call? I need to talk to you about something." People react in one of five ways to a message like this from their boss: 1. 𝗡𝗲𝘂𝘁𝗿𝗮𝗹: "My boss needs to speak to me." 2. 𝗔𝗻𝘅𝗶𝗼𝘂𝘀: "I'm fired. What did I do???" [String of expletives.] 3. 𝗪𝗼𝗿𝗿𝗶𝗲𝗱: "Is this about that mistake I made last week?" 4. 𝗖𝘂𝗿𝗶𝗼𝘂𝘀: "Am I getting a new project?" 5. 𝗛𝗼𝗽𝗲𝗳𝘂𝗹: "Could this be about a promotion or new opportunity?" This is one of those things no one teaches you when you move into a leadership role, but it matters - 𝗬𝗼𝘂𝗿 𝗱𝗶𝗿𝗲𝗰𝘁 𝗿𝗲𝗽𝗼𝗿𝘁𝘀 𝘄𝗼𝗻'𝘁 𝘁𝗲𝗹𝗹 𝘆𝗼𝘂 𝘁𝗵𝗮𝘁 𝘆𝗼𝘂'𝗿𝗲 𝘀𝗰𝗮𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗱𝗮𝘆𝗹𝗶𝗴𝗵𝘁𝘀 𝗼𝘂𝘁 𝗼𝗳 𝘁𝗵𝗲𝗺, 𝗲𝘃𝗲𝗻 𝘁𝗵𝗼𝘂𝗴𝗵 𝗶𝘁'𝘀 𝘁𝗮𝗻𝗸𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆. ALL of your employees are probably stressed out enough already. That takes a toll. So, adding to their stress does not help anyone or anything. 𝗔 𝗯𝗲𝘁𝘁𝗲𝗿 𝘄𝗮𝘆 𝗶𝘀 𝘁𝗼 𝗯𝗲 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰. Even if you just want to ask, "Can you hop on a call for a second?" try this instead: "𝗜 𝗵𝗮𝘃𝗲 𝗮 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗮𝗯𝗼𝘂𝘁 𝗫. 𝗖𝗮𝗻 𝘆𝗼𝘂 𝗵𝗼𝗽 𝗼𝗻 𝗮 𝗰𝗮𝗹𝗹 𝗳𝗼𝗿 𝗮 𝘀𝗲𝗰𝗼𝗻𝗱?" Not only is this more considerate, but they will also come to the call with the right context (and fewer gray hairs). I'm constantly working on improving this myself because sometimes I don't follow my advice as well as I should. Being specific and clear in communication can significantly reduce unnecessary stress and improve team morale. Did I miss any reactions? Your thoughts? #Leadership #Communication #EmotionalIntelligence #TeamSuccess

‘Radical Candor‘ by Kim Scott, 2017 – A must-read book for leaders and managers. Radical Candor is a straightforward concept: you can provide tough feedback if the person receiving it knows you care about them personally. This approach is especially valuable for managers, as giving effective, actionable feedback to their team is one of their key responsibilities. Radical Candor teaches managers how to deliver feedback without coming across as harsh or unkind. Kim Scott’s framework offers a practical method to evaluate feedback based on two dimensions: care personally and challenge directly. If you score low on either dimension, you end up in one of the less effective quadrants: 🚫 High on ‘Care Personally’, Low on ‘Challenge Directly’ — This is called Ruinous Empathy. It happens when you avoid giving necessary feedback because you want to be nice. For example, not telling Joe from customer support that he is condescending to clients, which he needs to improve or find another job. 🚫 Low on ‘Care Personally’, Low on ‘Challenge Directly’ — This is Manipulative Insincerity, where you say things you don’t mean to avoid dealing with someone. For instance, if Sarah performed poorly on a sales presentation but you tell her she did well just to avoid further interaction because you dislike her. 🚫 Low on ‘Care Personally’, High on ‘Challenge Directly’ — This is Obnoxious Aggression, which basically means you’re an asshole. Ironically, Scott points out that Obnoxious Aggression is the only alternative form of feedback after Radical Candor - using this form of feedback managers are on the side of actually giving actionable feedback. Radical Candor helps managers navigate these dimensions to provide feedback that is both caring and challenging, fostering a productive and respectful work environment. Source used: https://lnkd.in/dBrCEBpJ , Article by Cedric Chin #leadership #management #team #feedback #givingfeedback

The One Leadership Skill You Should be Practicing… What is Radical Candor? Radical Candor, coined by Kim Scott, is a management philosophy emphasizing the importance of caring personally about someone while having enough trust to challenge directly. It's about building trusting relationships through honest feedback delivered with empathy and respect. Why It Matters In environments where feedback is either sugarcoated or withheld, growth stagnates. Radical Candor breaks this cycle by promoting open, honest communication. When leaders practice Radical Candor: ☑ Teams thrive: Honest feedback helps team members grow and improve. ☑ Trust builds: Employees feel valued and respected when they know their leaders care. ☑ Engagement increases: Transparency fosters a culture of accountability and motivation. Practice Radical Candor ☑ Create a Safe Environment: Encourage your team to speak up. Make it clear that their input is valued. ☑ Care Personally: Show genuine interest in your team's well-being. Build relationships based on trust and empathy. ☑ Challenge Directly: Provide clear, constructive feedback. Address issues head-on but with kindness. ☑ Lead by Example: Model the behavior you want to see. Be open to receiving feedback as well. ☑ Follow-up: Ensure feedback leads to actionable changes. Check-in regularly to discuss progress. Real-World Application Let’s say you notice a team member missing deadlines. Instead of avoiding the topic or being overly critical, you might say: "Hey, I noticed you have been struggling to meet deadlines recently. I know you are capable of great work, and I want to understand if there's something we can adjust to help you manage your workload better. Your contributions are important, and I’m here to support you." This approach shows you care about their success and are willing to help while also addressing the issue head on. Have you tried practicing Radical Candor? Share your experiences or tips below!👇 ♻️ Repost this in your network if you found it helpful. #LeadershipDevelopment #RadicalCandor #TeamDevelopment #Coaching

Monday Practice of the Week 033: How do you know what your team is thinking? As a leader, how do you know what your team is thinking? It’s easy to assume we know what’s on their minds, but assumptions can lead to misunderstandings and missed opportunities. Intent-Based Leadership teaches us that the only way to truly know what your team is thinking is by asking and listening. One of the most powerful things a leader can do is create an environment where people feel safe to share their thoughts. Start by asking open-ended questions like, “What’s on your mind?” or “How do you think we can improve this?” These kinds of questions encourage your team to speak up and share their ideas without feeling like they need to say what you want to hear. Listening is key. It’s not just about hearing their words but really understanding their perspective. Too often, leaders fall into the trap of asking questions but then quickly offering their own solutions. To really know what your team is thinking, you have to be willing to pause, listen, and learn. Another way to understand what your team is thinking is by observing their behavior. Pay attention to how they react in meetings, how engaged they are, and how they approach their work. Nonverbal cues can tell you a lot about whether your team feels confident, stressed, or unsure about something. When you notice these things, follow up with questions to get clarity. When leaders take the time to ask, listen, and observe, they create a culture where communication is open and honest. This not only helps leaders understand their team better, but it also helps the team feel heard and valued. #Leadership #Teamwork #Communication #IntentBasedLeadership #Listening #Trust #OpenDialogue #CultureChange

Feeling like your leadership communication isn't as effective as it used to be? The issue might be with you — not your team. Effective leadership communication is crucial for team success. Here are some steps to improve your communication and optimize team motivation and engagement: ⬇️ 1. Set Clear Expectations: Define goals and standards to reduce confusion and boost productivity. Regularly revisit expectations to keep everyone aligned. 2. Ask Good Questions: Show you value your team's input by posing insightful questions. Drive deeper understanding and uncover valuable insights through curiosity. 3. Listen & Encourage Input: Build trust and make well-informed decisions by genuinely listening and involving team members in decision-making. 4. Take Feedback Seriously: Embrace constructive feedback for growth and improvement. Ensure that feedback is a two-way street. 5. Affirm with Actions: Reinforce your words with actions to build trust and integrity. 6. Initiate Tough Conversations: Address issues empathetically to prevent escalation. Be the one to bring up difficult topics and set the standard for conflict resolution. 7. Involve Others in Planning: Foster ownership and collaboration by including team members. Tap into diverse perspectives and expertise. 8. Encourage Open Dialogue: Create a safe space for innovation and engagement. Maximize judgment-free collaboration and group input. Great leaders continuously promote constructive communication. But remember, effective communication isn't just about speaking — it's about listening and keeping the dialogue open. Stay connected with your team through open communication channels. 🗣️🌟 #Communication #LeadershipCommunication #InternalComms

Do you find giving #feedback daunting? You’re not alone - many #managers feel anxious about these conversations. However, your feedback is essential for your team’s growth, including your top performers. Here are five actionable tips to make your feedback valuable and engaging: 🔸Be specific with constructive feedback: Instead of vague praise like “You did great,” offer specific insights such as “Your detailed analysis helped us make a decision. However, try to engage with team questions to enhance collaboration next time.” 🔸Avoid all-or-nothing language: Skip exaggerated statements. Replace sweeping declarations like “You always contribute XYZ,” with specific observations like “Your questions in the last meeting opened up a vital discussion.” 🔸Focus on skills, not traits: Avoid getting too personal. Instead of saying “You’re a joy to work with,” try “Your clear communication improved our pitch.” 🔸Use constructive framing: Be mindful of negative framing, especially to avoid reinforcing stereotypes. Instead of “You’re difficult to work with,” say “I noticed you shut down ideas quickly. Let’s work on fostering open dialogue.” 🔸Provide clear paths for growth: Offer specific next steps, such as “You excel in client communications. Let’s set a plan for you to lead the upcoming project.” Check this Harvard Business Review article for more insights: https://lnkd.in/dB8G8fpM #leadership #managingpeople #HRM #EmployeeEngagement #WorkplaceCulture #CommunicationSkills

21 percent of managers avoid difficult feedback conversations altogether. This is a stunning statistic. It shows how ill-prepared leaders are to have hard yet critical conversations to help their leaders grow.  I believe a contributing factor to avoiding conversations is that ghosting a person is more acceptable now - just not replying or addressing an issue at all. However, we know issues rarely get resolved if they are not addressed. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝟮 𝗵𝗮𝗿𝘀𝗵 𝗿𝗲𝗮𝗹𝗶𝘁𝗶𝗲𝘀 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗮𝗿𝗲 𝗳𝗮𝗰𝗶𝗻𝗴 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄: 1. 50% cited difficult conversations as the biggest challenge they face in their roles.     2. 25% admit that they have put off a difficult conversation for over a year! The glaring problem is a core focus of management to facilitate the conversations that drive a team’s trust and results. So, if we ignore them or, worse, ghost them, it’s not just a “missed conversation”...it’s the team's performance. 𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗽𝘂𝘁𝘁𝗶𝗻𝗴 𝗼𝗳𝗳 𝗮 𝗱𝗶𝗳𝗳𝗶𝗰𝘂𝗹𝘁 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄, 𝘁𝗿𝘆 𝘁𝗵𝗲𝘀𝗲 𝟲 𝘁𝗮𝗰𝘁𝗶𝗰𝘀 𝘁𝗼 𝗵𝗲𝗹𝗽: • 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝘁𝗵𝗲 𝗱𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗼𝗻 𝘄𝗵𝗲𝗻 𝗯𝗼𝘁𝗵 𝗽𝗮𝗿𝘁𝗶𝗲𝘀 𝗮𝗿𝗲 𝗹𝗲𝘀𝘀 𝗿𝗲𝗮𝗰𝘁𝗶𝘃𝗲. • 𝗔𝘀𝗸 𝗶𝗳 𝘁𝗵𝗲 𝗼𝘁𝗵𝗲𝗿 𝗽𝗲𝗿𝘀𝗼𝗻 𝗶𝘀 𝗼𝗽𝗲𝗻 𝘁𝗼 𝗿𝗲𝘀𝗼𝗹𝘃𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝘀𝘀𝘂𝗲 𝗮𝗻𝗱 𝗶𝗳 𝗶𝘁'𝘀 𝗮 𝗴𝗼𝗼𝗱 𝘁𝗶𝗺𝗲 𝘁𝗼 𝘁𝗮𝗹𝗸. • 𝗧𝗿𝘆 𝘁𝗵𝗶𝘀 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗳𝗿𝗼𝗺 𝗗𝗮𝗻𝗶𝗲𝗹 𝗖𝗼𝘆𝗹𝗲’𝘀 𝗯𝗼𝗼𝗸 𝗧𝗵𝗲 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗖𝗼𝗱𝗲 (𝗧𝗵𝗶𝘀 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗵𝗮𝗱 𝗮 𝗱𝗿𝗮𝗺𝗮𝘁𝗶𝗰 𝗲𝗳𝗳𝗲𝗰𝘁 𝗼𝗻 𝗯𝗼𝗼𝘀𝘁𝗶𝗻𝗴 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗮𝗻𝗱 𝗲𝗳𝗳𝗼𝗿𝘁): “I’m giving you this feedback because I have very high expectations and I know that you can reach them.” • 𝗦𝗵𝗼𝘄 𝘃𝘂𝗹𝗻𝗲𝗿𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗻𝗱 𝘁𝗿𝘂𝘀𝘁 𝗯𝘆 𝘀𝗵𝗮𝗿𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗽𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗳𝗲𝗲𝗹𝗶𝗻𝗴𝘀 𝗮𝗻𝗱 𝗴𝗼𝗼𝗱 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝘀. • 𝗦𝗮𝘆 𝗮 “𝗵𝗲𝗮𝗱𝗹𝗶𝗻𝗲” 𝘁𝗵𝗮𝘁 𝗹𝗲𝘁𝘀 𝘁𝗵𝗲 𝗼𝘁𝗵𝗲𝗿 𝗽𝗲𝗿𝘀𝗼𝗻 𝗸𝗻𝗼𝘄 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗴𝗼𝗶𝗻𝗴. • 𝗘𝗻𝗱 𝘁𝗵𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗯𝘆 𝗮𝘀𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗼𝘁𝗵𝗲𝗿 𝗽𝗲𝗿𝘀𝗼𝗻 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲𝘆 𝗵𝗲𝗮𝗿𝗱, 𝗮𝗻𝗱 𝗰𝗼𝗺𝗺𝗶𝘁 𝘁𝗼 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗻𝗲𝘅𝘁 𝘀𝘁𝗲𝗽𝘀. #leadership #management #business  #communication #success

Coffee Cup Leadership Rule #10 How a leader communicates to others is one of the most powerful leadership tools they have at their disposal. The way leaders communicate can either strengthen or weaken both the team and their leadership. Choosing words with care and intention builds understanding and trust. As a leader, your words have the power to inspire, motivate, and uplift—or they can create division, harm, and toxicity. This makes communication mission critical because how you communicate—whether thoughtfully or recklessly—shapes not only the team but the culture around you. Take a moment to reflect on this; poorly chosen words can impact not just the team but the entire fire department’s culture. Words carry immense power, and it’s essential for leaders to use them wisely. The higher your rank, the more your words impact the team. The words a leader uses can either build bridges or burn them down. Communication isn’t just about giving directions and telling others what to do. Anyone can give orders, but not anyone can build a connection with the people they serve. How a leader communicates can inspire confidence and esprit de corps or create confusion and disconnection. Leaders who choose their words wisely and respectfully listen foster a culture of openness and transparency. But when leaders speak carelessly or fuels division, it undermines their credibility and weakens the foundation of their leadership. We've all witnessed the consequences of careless communication from leaders, where their words have sparked discord or created division. The result was never good. A leader's ability to listen is just as important as their ability to speak. Effective communication involves active listening, understanding concerns, and addressing them transparently. Leaders who take the time to listen to their team build stronger relationships and gain valuable insights that help them make better decisions. Listening is a powerful way to communicate, and it builds a connection with people on a human level. Whether through face-to-face conversations, written messages, or even nonverbal cues in body language, leaders must learn to communicate in a way that builds trust and respect. Undoubtedly, how a leader communicates to others is one of the most powerful leadership tools they have at their disposal. #Wordshavepower #Teambuilding #Leadershipcommunication  

Leaders: Ditching one simple word can help you create an environment where people and innovation can thrive. We all have certain beliefs about how employees should behave About what work should be done and how it should be done About when and where work should be done But here’s the catch: everyone has their own “shoulds.” As a result, well-meaning, hardworking people fall short of unspoken expectations - and conflicts erupt, turnover increases, and innovation stalls. So, how can you avoid this? Think before you "should!" Is it law, company policy, best practice - or your preference? If it’s just your preference, invite employees to share their ideas. You might be surprised and even adopt a new "should!" For non-negotiable "shoulds," set clear expectations and be as transparent as possible. And when tensions arise because of unspoken “shoulds:" 👉 Explore why your "should" is important to you 👉 Ask open-ended questions to understand their "should" 👉 Dig deeper to uncover the needs underlying their "should" 👉 Paraphrase what you hear to confirm your understanding If needs aren’t aligned: 👉 Share your perspective and highlight common ground 👉 Frame the issue as a shared problem to be solved together 👉 Ask more open-ended questions and brainstorm solutions 👉 Agree on a way forward, together. Replace judgment with curiosity. You’ll be amazed at the difference it makes! -------------------------------- Need some help with a conflict on your team? DM me and we'll set up a complimentary call. #leadership #leadershipdevelopment #management #managementtraining #StopShouldingOnPeople

𝗚𝗶𝘃𝗶𝗻𝗴 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝘀 𝗼𝗻𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗶𝗺𝗽𝗮𝗰𝘁𝗳𝘂𝗹—𝗮𝗻𝗱 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴—𝘁𝗵𝗶𝗻𝗴𝘀 𝘄𝗲 𝗱𝗼 𝗮𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀. Alison Grippo recently shared a post on creative feedback that got me thinking. Her reflections reminded me of principles I strive to follow as a leader—though I know I’m not perfect. Reflecting on her insights and my own management experiences, I synthesized, what I think to be, three tangible, shareable ideas for leaders and cross-functional partners: 1️⃣ 𝗦𝗽𝗲𝗮𝗸 𝘁𝗼 𝗽𝗼𝘀𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀, 𝗻𝗼𝘁 𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀. Instead of saying, “This doesn’t work,” try, “Our brand is about simplicity—how might we make this design feel more streamlined?”  𝗔𝗹𝘄𝗮𝘆𝘀 𝘀𝗵𝗮𝗿𝗲 𝘁𝗵𝗲 ‘𝘄𝗵𝘆.’ A little context goes a long way in fostering alignment and trust. 𝘞𝘩𝘦𝘯 𝘳𝘰𝘭𝘭𝘪𝘯𝘨 𝘰𝘶𝘵 𝘢 𝘯𝘦𝘸 𝘱𝘳𝘰𝘤𝘦𝘴𝘴, 𝘥𝘰𝘯’𝘵 𝘫𝘶𝘴𝘵 𝘴𝘢𝘺, “𝘞𝘦’𝘳𝘦 𝘥𝘰𝘪𝘯𝘨 𝘪𝘵 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵𝘭𝘺.” 𝘌𝘹𝘱𝘭𝘢𝘪𝘯, “𝘛𝘩𝘪𝘴 𝘤𝘩𝘢𝘯𝘨𝘦 𝘸𝘪𝘭𝘭 𝘩𝘦𝘭𝘱 𝘶𝘴 𝘴𝘵𝘳𝘦𝘢𝘮𝘭𝘪𝘯𝘦 𝘢𝘱𝘱𝘳𝘰𝘷𝘢𝘭𝘴 𝘢𝘯𝘥 𝘳𝘦𝘥𝘶𝘤𝘦 𝘥𝘦𝘭𝘢𝘺𝘴.” 3️⃣ 𝗖𝗿𝗲𝗮𝘁𝗲 𝘀𝗽𝗮𝗰𝗲 𝗳𝗼𝗿 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻. Guidance is important, but so is trust. Ask questions that empower your team to think creatively and contribute solutions. 𝘐𝘧 𝘴𝘰𝘮𝘦𝘰𝘯𝘦’𝘴 𝘸𝘰𝘳𝘬 𝘪𝘴𝘯’𝘵 𝘧𝘶𝘭𝘭𝘺 𝘢𝘭𝘪𝘨𝘯𝘦𝘥 𝘸𝘪𝘵𝘩 𝘺𝘰𝘶𝘳 𝘷𝘪𝘴𝘪𝘰𝘯, 𝘢𝘴𝘬 𝘵𝘩𝘦𝘮 𝘵𝘰 𝘤𝘳𝘦𝘢𝘵𝘦 𝘢 𝘲𝘶𝘪𝘤𝘬 𝘥𝘳𝘢𝘧𝘵 𝘧𝘰𝘳 𝘢𝘭𝘪𝘨𝘯𝘮𝘦𝘯𝘵 𝘳𝘢𝘵𝘩𝘦𝘳 𝘵𝘩𝘢𝘯 𝘳𝘦𝘥𝘰𝘪𝘯𝘨 𝘪𝘵 𝘺𝘰𝘶𝘳𝘴𝘦𝘭𝘧. 𝘛𝘩𝘪𝘴 𝘪𝘯𝘷𝘪𝘵𝘦𝘴 𝘥𝘪𝘢𝘭𝘰𝘨𝘶𝘦 𝘢𝘯𝘥 𝘴𝘢𝘷𝘦𝘴 𝘵𝘪𝘮𝘦. Alison’s reminder that “how you give feedback and direction determines the quality of your results” really hits home. Clear, actionable feedback isn’t just about getting better outcomes—it’s about building trust and collaboration along the way. What strategies do you use to provide effective feedback? I’d love to hear your thoughts! #LeadershipDevelopment #EffectiveCommunication #WorkplaceCulture