Planning and undertaking a feedback conversation is a big investment of time and effort on your behalf as a manager. Unfortunately, many managers waste all that well meant effort by feeding back on the first issues that come to mind rather than identifying the key underlying issue.
For example, I was in discussion with a participant at a workshop when she said ‘It won’t make any difference what I say as everything I say goes in one ear and then out the other!’
So you are providing some necessary feedback and the only response you are receiving is ‘Yes, but’. You might even be seeing them physically looking around trying to find the next ‘Yes, but’ excuse to pluck from the air!
The previous blog post listed out the possible reasons why people may be responding with ‘Yes, but’ and now lets look at what you can say and do to get past this block. (more…)
Sometimes I can forget the impact that just one negative team member can have on a group of people and on the leader. But this was brought home to me once again just the other week whilst delivering a workshop.
Right from the moment this one individual entered the room it was clear that they considered training courses to be a waste of time. Unfortunately, they successfully recruited two of their friends to join them in sitting with backs to the main group, arms folded and whispering amongst themselves.
I attempted to engage with them and to encourage them to make a contribution to the discussions and exercises. But nothing had an impact and their behaviour continued. (more…)