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One of the stupid mistakes that almost all organizations have made over the past 50 years is separating performance from "behavior." The modern organizational language has "behavior" separate from performance. Which is dumb.
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Feedback is about behavior. It's not a personal attack.
Available in person or virtual, join us at an Effective Manager Conference: www.manager-tools.com/emc
One of the most frequently asked questions we get about feedback is why we recommend waiting to give feedback until after you have started One On Ones. It's a reasonable question. But the answer is simple: it's dangerous not to wait, and it works better to wait.
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One of the most frequently asked questions we get about feedback is why we recommend waiting to give feedback until after you have started One On Ones. It's a reasonable question. But the answer is simple: it's dangerous not to wait, and it works better to wait.
Find out how to bring Manager Tools to your organization. Contact us at manager-tools.com/customized-training-and-events. Make great hires with our Effective Hiring Manager Conference: www.manager-tools.com/ehmc
When you become a manager, you start getting exposed to systems, processes, and principles that organizations rely on or understand to help them succeed. One of those hidden principles that too few managers and executives understand is the Principle of Sub-Optimization.
For individual managers and full leadership teams visit www.manager-tools.com/ecc. Register for an upcoming virtual Effective Manager Confeat manager-tools.com/emc
When you become a manager, you start getting exposed to systems, processes, and principles that organizations rely on or understand to help them succeed. One of those hidden principles that too few managers and executives understand is the Principle of Sub-Optimization.
Find our next conference at manager-tools.com/emc. Learn that common language using MTDISC: www.manager-tools.com/mtdisc
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