Prologue by NIDA’s Post

💡 Review season is here—and it can impact your workforce all year long. As we wait to hear how our work has been rated, it’s natural to feel anxious. Our emotions come into play, and the impact of these reviews can be lasting. In fact, according to Harvard Business Review: 55% of employees say their most recent performance review was unfair or inaccurate. And 1 in 4 say they dread these evaluations more than anything else in their working lives. So, how can we make review season a productive time rather than a dreaded one? 🔹 It starts with managing feedback. The article “Find the Coaching in Criticism” by Sheila Heen and Douglas Stone highlights three types of “triggers” that influence how we handle feedback: 1️⃣ Truth Triggers – Reactions to the content of the feedback itself. 2️⃣ Relationship Triggers – How we feel about the person giving the feedback. 3️⃣ Identity Triggers – Feelings tied to our relationship with ourselves. By identifying which triggers are activated, we can start receiving feedback with a clearer, more constructive perspective. For those navigating difficult conversations this season, here’s a great read to start with: Find the Coaching in Criticism - HBR. 🤔 How do you handle feedback?

Coaching for Success- Giving Feedback. Just finished working with an awesome group of supervisors at Steinwall Inc. Minnesota. We discussed the important difference between criticism and coaching feedback. Criticism degrades a person's self-esteem, morale and self-worth. It causes a person to feel sad and bad about themselves. They make up excuses and blame others or circumstances, put up a defensive wall, argue or tune out. They also begin to dislike their coach. With coaching feedback, the same message of correction can be conveyed in a kinder, gentler way. Instead of the receiver feeling belittled and bullied, they feel internally motivated to act and perform better. The message is delivered with an open minded helpful attitude. Word choices must convey interest in improving performance. The coach needs to come along side the other person to emotionally support, provide resources and give helpful advice. If this is done properly, the coach is viewed as a helpful friend and mentor, not a bully! Participants gave numerous examples from their past both positive and negative to share. We also discussed the GROW model as a template for coaching staff. G stands for the goal or what you are trying to achieve, R stands for reality or where we are right now, current state, O stands for options or the plan of how we are going to get from where we are right now to the goal and W stands for will or motivation and support, what the person needs as assistance from their coach. I used my target archery coaches and training as an illustration of how my coaches used the GROW template with me. We also discussed the megaphone effect a supervisor has on their team. That is...everything a supervisor says to a team member carries amplified weight. When your boss is critical of you, it has a much greater impact than when a peer or neighbor says the exact same thing. Supervisors and managers must always remember their words, tone of voice and body language are all amplified when giving positive and especially negative feedback. To help your leaders become better coaches, contact me through: Heidi.Braun@anokaramsey.edu #coaching, #leadershiptraining, #buddytoboss, #coachingfeedback, #managerascoach, #lifecoach, #couplescoach, #lifeguide

Intrigued reading this article from HBR, reflecting on the occasions that I have seen this happening 1st hand: * Only 36% of managers complete appraisals thoroughly and on time. * 55% of employees said their most recent performance review had been unfair or inaccurate, and one in four said they dread such evaluations more than anything else in their working lives. * 63% cited managers’ inability or unwillingness to have difficult feedback discussions. * Coaching allows you to learn and improve and helps you play at a higher level. #coachingskills #coachingformanagers #teamperformance #performanceappraisals #feedbackgiving #feedbackreceiving

Coaching by asking. What a concept. We have been helping leaders with this for decades.

Social/collaborative learning relationships may be one of the oldest forms of learning. Leveraging a coaching culture in the workplace can be beneficial for both the organization and the individuals within it. These thoughts about the manager-as-coach culture resonated: 1. Managers who lead with a coaching mindset accelerate people. 2. Managers with a coaching mindset are committed to helping their team members overcome challenges, reach goals, and succeed. 3. The leader-as-coach sets up an environment where ongoing feedback is normalized. 4. Coach-minded managers are stewards of the organizational culture – including equity, inclusion, and belonging initiatives. I am curious how instructor-as-coach could have a similar impact on students.  #teamdevelopment; #learningdesign; #leadershipdevelopment; #coaching

🙋♀️ Who loves feedback? 💬 Giving and receiving feedback can be deeply uncomfortable for some people. Creating an environment of psychological safety by actively listening and asking powerful questions can help turn feedback conversations into productive discussions. Today's article on Forbes offers some thought-provoking questions that can help inspire intrinsic motivation and support sustainable change: • What is going well right now? • What are some areas you see for improvement? • What are some things you might do differently? • And when you make those changes, what opportunities do you see opening up? • What becomes possible then? • What is the cost of not making these changes? • What do you stand to gain personally? Check out the full article here 👉 https://lnkd.in/gGJFFVi3 ❓ What questions do you find most powerful during feedback conversations? #Feedback #EffectiveCommunication #ProfessionalGrowth #LeadershipDevelopment

Feedback is important to effectively grow and develop your organization. How is feedback working within your organization? If you have a good process congratulations if not implement a better process starting today tomorrow at the latest you will be glad you did.

The best leaders aren’t those who demand perfection—they’re the ones who guide their teams through imperfection Coaching an underperforming employee isn’t just about delivering feedback—it’s about unlocking potential, understanding the barriers, and building a path forward. Here are some tips: ➡️Listen first. Truly understand their challenges. Is it a skill gap? Confidence issue? Or maybe personal circumstances? By listening, you create trust and open the door to real solutions. ➡️Open and Honest Communication: Establish a safe and supportive environment where the employee feels comfortable discussing their challenges. ➡️ Identify the Root Cause: Work together to understand the underlying reasons for their performance issues. Is it lack of skills, resources, or motivation? ➡️ Set Clear Expectations: Define specific goals and expectations, ensuring they're achievable and aligned with the employee's capabilities. ➡️ Provide Support and Resources: Offer the necessary tools, training, and mentorship to help the employee overcome obstacles. ➡️ Regular Check-Ins: Schedule regular meetings to track progress, provide feedback, and address any concerns. ➡️ Positive Reinforcement: Acknowledge and celebrate small victories to boost morale and motivation. By doing this, you’re not just coaching—you’re empowering. You’re fostering an environment where mistakes are learning opportunities, and challenges are stepping stones to growth. What are your experiences with coaching struggling employees? Share your tips and insights in the comments below.

Effective feedback focuses on specific actions and strategies rather than personal attributes. Here are some tips for providing constructive feedback: Be Specific: Focus on specific actions and behaviors rather than general traits. Be Timely: Provide feedback soon after the observed behavior. Be Balanced: Offer both positive feedback and areas for improvement. Constructive feedback helps team members understand how they can improve and develop their skills. https://lnkd.in/gABAx-Qh How do you ensure your feedback is constructive and effective? Share your tips! 👇

Effective coaching requires trust, genuine care for team member's success, and an understanding of their goals. Managers should address performance issues promptly and create a safe environment for open discussions. Together, they can develop actionable steps to implement solutions and encourage creativity. https://lnkd.in/gnbA6V_E #PEO #HCC #HRSolutions #HRManagement #HRConsulting #coaching #teamwork