Part of the role of any leader is to make sense for others and reduce uncertainty. Feedback is a powerful tool for doing so.
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Shifting the focus from the managers to the employees risks a diffusion of accountability that, over time, will lead to less feedback. Training professionals who are committed to building strong leaders need to stay the course and double down.
Despite a healthy budget spent on leadership development each year, we continue to see Gallup polls that identify approximately one-half of the workforce as “not engaged.” Worse, an additional 16.5% are “actively disengaged.”
Do you keep problems to yourself for fear of being seen as rude, negative or mean? You’re not alone. In a recent survey by Fierce Inc., eight of 10 full-time workers in the U.S. said they don’t speak up about issues because of a desire to seem...
One feedback method, the COIN model, includes a preliminary step: connecting with the other person over one or more common goals.