I'm guessing you have on a pair of heels, dress shoes or casual shoes...at least if you are reading this during your workday. On a typical workday for me, I spend the majority of it in slippers I switch to runners...then back to slippers.
The exception is when you see me face-to-face at a speaking event, I'm rockin the heels!
Recently I needed a new pair of inside runners.
I headed down to the local store and spied this cute pair of polka-dot ones! I grabbed size 7 off the shelf, expecting to ensure they fit and be quickly on my way. They were tight. Too tight!
I tried on a pair of 8's, and they fit just fine. I was hesitant, though. Really? I'm usually a size 7. I wandered around the store with the 8's on just to be sure. In the end, I brought them home and love them!
Putting my feet into the size 7 and finding them too small was feedback. If the lady at the store had looked at me when I walked in and said here's a size 8, no need to try them on, I would have thought she was nuts! It was my own feeling that helped me choose the larger size.
Feedback and constructive criticism are not the same!
Feedback is a critical part of learning and growing, yet so often missed as we develop ourselves and our teams. Far too often, feedback is really constructive criticism!
Constructive Criticism is a scam run by people who want to beat you up.
Ouch! How true is that!
FEEDBACK is an ART
Feedback instead is the art of pulling out the best in people so that they may become even better! It is giving them information they can work with. But when feedback is primarily presented as constructive criticism or advice-giving, it doesn't make the person feel good or inspire them to reach inside to be their best. It often puts them on the defensive and sadly often shut down.
3 Strategies for giving effective feedback
If you want to give feedback that grows and develops your staff in a way that is motivating and inspiring, try these 3 strategies.
An Example of giving feedback via COACHING in action
Rebecca comes to you because she's short-staffed for the group home this weekend. She wants your help to figure it out.
The initial self-reflection that is often missed by most leaders:
Sounds cool right! You can do this. It might take some practice, but you can transform the way you engage with your team into an inspiring and motivating conversation that helps your staff grow into their full potential.
Do you want to get better at coaching your employees?
If you want some more help with this, join me for this month's webinar: Creating Comfortable Coaching Conversations.
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Women leaders often hit a point where they find themselves in over their heads and wondering if they have what it takes to lead.