Accountability and feedback

Learn the importance of feedback in increasing accountability! Having trouble viewing this email? Click here Every leader has, in a formal setting or not, needed to provide feedback on performance. And when I talk about effective feedback techniques in training or coaching, there is one often-forgotten key. This key unlocks the door to better understanding, acceptance and use of any feedback you want to provide. Without this key it will always be more difficult for your feedback to have maximum impact. What is the key? Start any feedback conversation by asking the other person what he/she thinks about the performance. “So, how did you think it went?” “What did you notice about your performance?” “What did you think went well?” “What would you wish you had done differently?” “What pleased you?” “What disappointed you?” “What might you change next time?” These are just some suggested ways to open up the other person and create a dialogue about the performance, rather than you simply sharing your feedback in a one-way discussion. Why is this an effective approach? Thanks for asking . . . It engages the performer. Especially if the situation is a formal performance review, people are likely anxious or stressed. By asking them to share their thoughts first you take some of the pressure out of the situation, immediately engage them and encourage them to participate. It creates accountability in the development process. By asking their thoughts, you are telling them this performance conversation is theirs – it isn’t just something you are doing to them. In a not so subtle way, you are telling people you want their input and their involvement. People can’t deny or get defensive about things that they saw in their performance.  You create ownership in the conversation by involving them. It increases accountability for future performance. Any feedback situation is meant to improve (or at least maintain) future performance. When people are engaged in the conversation, you are improving the chance they will be accountable for making any necessary changes. Why? Because, at least in part, they own the feedback and their behaviors. Once ownership is created, accountability increases. The next time you need to give someone feedback – whether largely positive or negative – start by asking what they think. That will unlock the door to a more productive and effective conversation and likely lead to what you truly want – higher performance in the future.   Kevin Eikenberry Chief Potential Officer The Kevin Eikenberry Group   p.s. Feedback is just part of the puzzle. Learn communication & management secrets that will increase accountability in our brand new Remarkable Learning teleseminar, Accountability Conversations. Learn more here. Feedback is just part of the puzzle. Learn more management secrets to increase accountability with... Accountability Conversations: Communication & Management Secrets That Will Increase Accountability, Get More Done & See Better Results Date: January 21, 2014 Time: 1:30 - 2:30 pm ET The Kevin Eikenberry Group | 8021 Westover Drive, Indianapolis, Indiana 46268 United States | (317) 387-1424 This email was sent to this address: alanrussell@princetoncap.com Update My Contact Information | Unsubscribe