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Added for You - Make It Count: What You Say and How You Say It
Happy New Year! The forecasts are in agreement: Hiring is on the rise. 2005 will mark the revitalization of our economy. In fact, hiring plans may rival 1999 statistics, when the economy was at its strongest.The beginning of the year is a time for renewal and an opportunity to make positive changes. Will you keep
2. Own It! Focus on your personal perception of the situation, rather than what the person did wrong, and address the receiver with facts, rather than assumptions and hearsay. Instead of saying “You were wrong to speak out in the meeting” say “When you spoke in the mee
The other day someone asked me for one of my informational brochures. As I was giving her the piece I stated that if I were printing these today it would be a little different. The piece was only about two months old and already the way I wanted to communicate things had changed slightly. Then I got to thinking. If I
A good manager understands the value that ongoing communication holds in the development of their team. Proactive input, whether positive or negative, is essential, and if handled properly, builds trust and respect throughout the team. The goal is not just to solve a problem, but rather to help the employee grow both personally and professionally.
Sally’s Five Growth-Proof Steps to Constructive Feedback
1. Plan It Out! Often, employees worry for days about feedback but most managers spend little time thinking through what they want to accomplish with their feedback. Take time to think through the message you want to get across to an employee by outlining your thoughts with specific examples of the situation you’re trying to change.
2. Own It! Focus on your personal perception of the situation, rather than what the person did wrong, and address the receiver with facts, rather than assumptions and hearsay. Instead of saying “You were wrong to speak out in the meeting” say “When you spoke in the meet
Testimonials can be very powerful, especially when they are strategically sought from well respected and satisfied clients. Testimonials are much more powerful than advertisements since they are basically unpaid third party endorsements of your company or organization. There are three major reasons why your business sh
A good manager understands the value that ongoing communication holds in the development of their team. Proactive input, whether positive or negative, is essential, and if handled properly, builds trust and respect throughout the team. The goal is not just to solve a problem, but rather to help the employee grow both personally and professionally.
Sally’s Five Growth-Proof Steps to Constructive Feedback
1. Plan It Out! Often, employees worry for days about feedback but most managers spend little time thinking through what they want to accomplish with their feedback. Take time to think through the message you want to get across to an employee by outlining your thoughts with specific examples of the situation you’re trying to change.
2. Own It! Focus on your personal perception of the situation, rather than what the person did wrong, and address the receiver with facts, rather than assumptions and hearsay. Instead of saying “You were wrong to speak out in the meeting” say “When you spoke in the mee
There are a number of benefits to Nevada incorporation, and those benefits are enough to make you want to start your Nevada incorporation process right away. However, you take some time first to learn how to complete your Nevada incorporation properly in order to enjoy the benefits of it.In Nevada, the process of
Sally’s Five Growth-Proof Steps to Constructive Feedback
1. Plan It Out! Often, employees worry for days about feedback but most managers spend little time thinking through what they want to accomplish with their feedback. Take time to think through the message you want to get across to an employee by outlining your thoughts with specific examples of the situation you’re trying to change.
2. Own It! Focus on your personal perception of the situation, rather than what the person did wrong, and address the receiver with facts, rather than assumptions and hearsay. Instead of saying “You were wrong to speak out in the meeting” say “When you spoke in the mee
According to Alan Kay from Disney's R&D Department: "When you … offer unique value your competition cannot, then you … make headway by giving your ideas away."You can expand your visibility by disseminating information as one of your prime marketing tactics. Don't make the same mistakes most small business people
2. Own It! Focus on your personal perception of the situation, rather than what the person did wrong, and address the receiver with facts, rather than assumptions and hearsay. Instead of saying “You were wrong to speak out in the meeting” say “When you spoke in the mee
The first step in partnering is determining your strengths. You need to know what you do best, what your store enjoys, what is financially viable and what you will do in the future. When you consider these elements, make sure you won't be partnering with someone who will be directly competitive with you either now or i
2. Own It! Focus on your personal perception of the situation, rather than what the person did wrong, and address the receiver with facts, rather than assumptions and hearsay. Instead of saying “You were wrong to speak out in the meeting” say “When you spoke in the meeting, I felt that you were very angry about the situation.”
3. Ask for It! Allow the receiver the opportunity to explain. Most managers spend too much time talking in feedback sessions. Your employee deserves a chance to react to your perceptions and explain their perspective. This input will be important in helping the employee move beyond the situation.
4. Map it Out! Develop a plan to help the employee correct and move beyond the situation. Addressing the situation is a first step in the process, but most employees want to know how to improve and what you, as the manager, are willing to do to help them.
5. Sum it Up! Now that you’ve offered constructive feedback, recap the outcome of the conversation in a one page summary, outlining the circumstances and next steps, including a follow up date and how you’ll measure their progress.
Taking time to both think through and clearly define your message and the desired outcome ensure that the employee understands your concerns and that they have the support needed to progress. Providing candid and frequent feed
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