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...

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 ...

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...

We can reduce the intensity of negative emotions by using science-backed emotion regulation strategies to intervene in the four-step process that generally gives rise to emotions such as fear, anger, and sadness.  

The process starts with a situation—real o...

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...