Ideas from books, articles & podcasts.
Leaders need to abandon annual reviews in favor of the five coaching conversations that are scientifically shown to improve performance. Leaders should assess their current performance management approach, then implement the necessary changes to shift to feedback-rich performance development.
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MORE IDEAS FROM THE SAME ARTICLE
The Fast Feedback approach makes giving feedback easier and more straightforward for managers, who often find the activity intimidating and overwhelming. When feedback is easy and commonplace, everyone can feel at ease and walk away knowing what and how to improve. And as Fast Feedback b...
Employees are hungry for feedback from their leaders, managers and peers. They want to gain insights that advance their abilities and future potential. And more than ever, feedback is pivotal for engaging employees.
Managers who continually listen, ask questions, gain context and promote dialogue have progressed to a coaching mindset. These best-in-class managers use ongoing conversations to deliver energizing feedback that celebrates successes and calibrates performance.
The first action that leaders need to take is to transform managers into coaches.
In a development-focused work culture, feedback isn't a one-way, top-down event. Individuals, managers and leaders should all give and receive feedback -- showing appreciation for one another's efforts through an honest, open, ongoing dialogue. Peer-to-peer feedback strengthens relationsh...
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