If you're not giving consistent and frequent positive feedback to your people, or if you're avoiding giving the difficult feedback that can motivate the improved performance of your people, then read on.

Managing Performance - The Importance of Feedback could be the answer you are looking for.

From Dr. Maree Harris, Leadership Development Coach and Facilitator of Soft Skills for Leadership Workshops and Presentations.

Dear Colleague,

If you want to have a team of people who will

• give unfailing loyalty and support,
  

• walk the extra mile,

• be highly motivated to excel at everything they do,

• enthusiastically support the organisation’s ideas and projects,

• contribute without being asked,

then developing and enhancing your skills at giving feedback will get you there.

Imagine what it would be like to lead a team of people like that!

How rewarding and fulfilling it would be.

You can do it – if you really want to.

Don’t we all want to feel we are doing a good job?
Don’t we want to believe we are making a difference?
Don’t we want to know that what we are contributing is valuable?

Yet, how do we know for sure? Only if someone gives us some feedback.

That ought to be easy to do. Right? No, it’s not easy.

Many leaders and managers don’t give feedback regularly or consistently. They get so busy moving from one task to the next that, as long as everything runs smoothly, they don’t intervene in their people’s work life – even to tell them they are doing a great job.

As for the really high-performing person………..well, he may never hear how valuable he is. It is assumed he would know. So when a head hunter approaches him because of his profile and reputation in his industry, he jumps ship because this is the “feedback-in-action” he’s never got from his employer.

But how many of us can keep turning out great to good performances for our organisations without getting any feedback ? Not too many.

Now if we are not good at giving feedback to our high and good performers, what are we like at giving it to our underperformers?

No one likes telling people they are not doing a good job, that they are falling short, or worse still that they are so bad they have to go.

Of course, we wouldn’t say it that way, but that’s what’s happening in our head when we have to have that difficult conversation.

But what’s happening in our stomach is even worse – the anxiety, tension, nervousness and stress!

How do we manage it?

We avoid having the conversation. We hope it will resolve itself – even though we know, deep down, that it won’t. We hope that something will happen to resolve it for us. We know that won’t happen either.

Why do we hesitate to acknowledge that we lack the skills to handle these fundamental tasks in our role?

Why don’t we decide that we want to do something about developing these skills?

Why don’t we realise how much easier our lives would be if we had highly developed skills in giving feedback both to our good performers and our underperformers?

Why are we in avoidance mode?

The giving of feedback is an essential part of managing performance. There are other parts as well, but this is one of the most fundamental and most basic.

And we can all learn how to do it.

By getting a copy of

the MP3 Audio and E-book transcript

of

Managing Performance - The Importance of Feedback

you will be well on the way to developing and enhancing your skills at giving feedback.

You can listen to the audio on your computer as soon as you receive it, or download it to listen to it later.

Better still you can put it on your MP3 player  and listen while at the gym or out for your morning walk, or while driving home from work or on the train.

This is a great way to keep up your professional development – multi-task. The audio is 47 minutes long, just the right time for a walk!

Or if you are like me you can sit at your desk and follow the script in the e-book while listening to the audio. When you get the message from two perspectives – aurally and visually – it has two chances to resonate and sink in.

What’s Managing Performance – The Importance of Feedback about?

• Become aware of the benefits of giving feedback to all employees – the high performers as well as the under performers.

• Be alerted to the risks for an organisation when feedback is not given or is delayed.

• See where feedback sits in an organisation’s Performance Management Plan.

• Discover the generational issues in the giving of feedback.

• Learn different ways to give feedback.

• Become conscious of why giving feedback to the under performer is so difficult and what we can do about it.

• Learn processes  for having these difficult conversations about performance.

• Get some good phrases to use in having these difficult conversations.

• Discover how to avoid performance issues in the first place.

• How to learn the skills for giving feedback.

No one said that giving difficult feedback was easy, but this audio will give you lots of tips and strategies that will see you become much more confident approaching your under performing people.

And another thing! Learning to give feedback both the positive kind and the more difficult stuff will impact on your personal life as well. When you develop and enhance these skills you will find all your relationships will undergo a big change.

So don’t hesitate any longer.

There is no risk.You won’t be buying something that is of no use to you.

If, within 30 days, you find it is not helpful to you, let us know and we will refund your money, no questions asked. You can keep the audio and e-book transcript as well.

But, if you still hesitant, or you have questions that are still not answered, then email me and I will try and answer them for you before you buy.

Of course, I value your feedback also, so let me know what you think. After reading and listening to Managing Performance – The Importance of Feedback you will feel confident to feed back to me what was good about it, but also what needs improvement. Won’t you?

I wish you all the success in your work this year.

Maree Harris. PhD.

P.S. This presentation was just that – a 47 minute presentation. It was not a workshop, so it was not able to cover in detail all the “how-to-do-its” about giving feedback. But if, when you have listened to Managing Performance – The Importance of Feedback, you would like to explore this further, please contact me.

Explore it by yourself with coaching.

Explore it with others in a half day or full day workshop. I will come to your organisation. Or call me to discuss how you can partner with me to organise a workshop in your city -  and get yourself (and maybe even some colleagues) a free registration!

P.P.S. Remember there is no risk because your money will be refunded graciously without question if, within 30 days, you find the information is not helpful to you.