- Everyone craves feedback – it helps us grow. A recent study by Office Vibe revealed 65 percent of employees wish they had more feedback. This goes beyond employee surveys or performance reviews. Employees want to feel valued and engaged. One of the best ways to let someone know that they matter is by showing an interest in their performance. Positive feedback reinforces that someone has noticed their contribution. Discussions regarding performance improvement are important because team members can’t change something if they don’t know they’re not meeting expectations. As leaders, it’s our responsibility to provide all sorts of feedback early and often.
- Difficult conversations provide insight into your own blindspots. As leaders we must make a commitment to improve ourselves. When we become aware of our own shortcomings, making necessary adjustments will demonstrate our ability to recognize and change behavior. Failure to acknowledge that a change in you is necessary could create resentment and can be detrimental to both your team and your future career. Demonstrating the ability to change ourselves results in greater trust in us and our teams.
- Having difficult conversations eliminates misunderstandings and sets everyone up for success. The benefit of not avoiding or delaying feedback is that with practice, giving feedback becomes easier. Not only do you model the type of leadership that benefits everyone on your team, you become a champion of change, associated with improving communication and performance.
- Being able to navigate positive and negative situations creates leaders. A leader who is able to successfully and consistently deliver both negative and positive feedback can make a huge difference between success and failure – not only to subordinates but to peers, clients, and superiors as well. Understanding how to effectively prepare and execute feedback creates a workplace culture that invites meaningful conversations, where everyone can be heard, and produce more mutually beneficial solutions.
May 11, 2020
Changing your mindset and discarding your assumptions allows you to start a dialogue to improve performance, relationships, and model the type of leadership that you want to see in others. Enter “difficult conversations” into the Amazon search for books and you’ll find no fewer than 3,000 options listed. Obviously, a lot has been written about the art and science of addressing difficult subjects. The bottom line is, difficult conversations are just that – difficult. But avoiding them, delaying them, or simply refusing to have them is not going to make them go away. What if you shifted your perspective from having a difficult conversation to an opportunity to learn more about a situation? Changing your mindset and discarding your assumptions about a particular situation allows you to start a dialogue to improve performance, relationships, and model the type of leadership that you want to see in others. Next time you prepare for what you think might be a difficult conversation remember this:
About Zweig Group
Zweig Group, three times on the Inc. 500/5000 list, is the industry leader and premiere authority in AEC firm management and marketing, the go-to source for data and research, and the leading provider of customized learning and training. Zweig Group exists to help AEC firms succeed in a complicated and challenging marketplace through services that include: Mergers & Acquisitions, Strategic Planning, Valuation, Executive Search, Board of Director Services, Ownership Transition, Marketing & Branding, and Business Development Training. The firm has offices in Dallas and Fayetteville, Arkansas.