Ideas from books, articles & podcasts.
Leaders need to set up learning and development programs for managers to act in a way leaders do, making sure that they:
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Most managers do not make use of feedback as a way to be helpful to the employee or even the organization. According to a study, only a quarter of employees agree that the feedback helps them perform better.
The decentralized, remote and agile nature of modern organiza...
When the employee experiences bitter feedback related to the past which is useless to the current scenario, it creates an atmosphere of distrust. Managers need to be adaptive and coach the employee in real-time, focusing on the future, and not on the past.
Great managers paint a vision of ...
Organizations require managers to get employees work on multiple projects, multiple deadlines, while removing the barriers and managing interpersonal and communication challenges.
Even more than the bottom line, effective management is often how the customer, team, employee or vendor are ...
The traditional method of feedback, the one-way, isolated, episodic interaction in which the manager politely uses the sandwich approach to focus on past mistakes is not working any more.
An interactive two-way communication is key, in which genuine, sincere and meaningful...
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...are held between a team leader and team member.
They are conversations that usually last no longer than 10 to 30 minutes where they discuss what is going well and what needs to change.
Feedback provides an opportunity to gain insights about a person's personal and professional actions.
Without feedback, we will move in the same direction without realizing our shortcomings. With feedback, we can incorporate outside suggestions and improve accordingly.
Gartner analysis shows that 46% of the workforce is projected to be working hybrid in the near future for midsize companies. Employees will have more choices about where, when, and how much they work.
In the past, managers used to be selected and promoted if they were able to manag...
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