4. The Emotional Response

One of the most integral parts of a manager’s job is providing performance feedback and holding people accountable. So much so that it can’t be abdicated or delegated to someone else.

And yet, managers often avoid these types of conversations. Just the prospect of giving feedback on anothe...

Create clarity around your expectations and check on your individual team members’ capabilities to meet them, before agreeing on milestones and what success on a given project or initiative looks like.

Let them know that you’ll be providing regular feedback along the way so people know whe...

The second step is the attention paid to a particular, often threatening aspect of a situation. 

The intervention strategy in this step of the emotion generation process would involve intentionally changing your focus, and instead of ruminating about something negative that might h...

To avoid the emotional buildup to delivering feedback in situations where you’re leading a team of experts, it helps to address the elephant in the room from the moment you join the team. Rather than letting your insecurities lead you to pretend to have more knowledge than you do, acknowledge you...

The third step is what called appraisal. So when we would think of providing negative feedback (the situation), and focused (attention) on what we expected would be strongly negative reactions by our team, the meaning (appraisal) we assigned to providing feedback was that our team would ...