Feedback is sharing information about a person’s performance which is used as a basis for improvement. Delivering disapproval or expressing the need for someone else to change is no easy task.
Do you ever feel like a team member is underperforming? Welcome to the leadership club. It’s likely your team member
Unfortunately, the hard decisions around talent management are just part of the territory of leadership. Anyone involved in the talent management life cycle knows the three essential components; hiring, retaining and firing.
When a person holds a position of power and authority without clear, candid information about how their actions or behaviors affect their teams, it’s a recipe for disaster.
If you are anything like me, you have made your fair share of resolutions over the years only to make excuses for yourself when you give up on them. Turns out you aren’t alone. The latest research shows 80% of New Year’s Resolutions fail by the second week of February.
As lovely as it would be to have a smooth, easy path to success as a leader, failure is an inevitable part of the process. The stories of some of the great leaders of all time are filled with more failures than success. Take Abraham Lincoln, for example; he was defeated or rejected from public office seven times before ever being elected as the President of the United States at age 51. A combination of his determination and the ability to learn from earlier failures was key to his eventual success as a leader.
A participant in a recent workshop asked a very important question, “What’s the difference in coaching versus feedback?”
The thinking and policies regarding performance reviews have experienced a shift within organizations. HR researcher Josh Bersin estimated as many as 70 percent of multinational companies are moving away from the outdated annual review approach to performance management.
