Feedback Fear
As a coach, I am asked to help executives correct behaviour that has resulted in serious personal and organizational performance issues. Typically, the boss will call me and point out the deficiencies and the problems that have ensued. And I will ask: “Have you told him (or her)”? Deafening silence. And then: “No”. So my coaching becomes a process of gently getting the two executives to give and receive feedback with each other. For the team member, taking the cue from his/her boss, doesn’t give feedback either! Sometimes I feel like a referee rather than a coach!
Why don’t we give feedback to each other more readily? The basic reason is fear – we are uncertain of and fear the reaction of the other person – will they be angry, upset, hurt, defensive? Will our feedback ruin the relationship? And so we keep quiet, and in so doing actually validate the person’s behaviour. Remember: we haven’t given feedback that what they are doing is incorrect so they go merrily on their way, believing that what they are doing is fine. This infuriates us even more, but we keep quiet, due to our fear. When we finally have the courage to open up and say something, the person expresses shock: “Why didn’t you tell me before”? And we wonder why we didn’t … because it really wasn’t as bad as we thought it would be.
It is not easy to break out of this cycle. If we want our team members to perform at peak, we must override our fears and give feedback. It is a critical task of leadership. And it is always easier done, than not said.
If you would like to know more about giving and receiving feedback, read “The Heart of Coaching” authored by my best coach, Thomas Crane – www.craneconsulting.com
THE BALANCED SCORECARD: The Annual Strategy Review
How often do you review your strategy? Whilst monthly strategy meetings are important, it is just as critical to review your strategy annually. In this annual review, you should:
- Review your external environment to see what has changed and what is likely to change. What’s on the radar now? Where are there new opportunities and new threats?
- Review your competitive landscape. Who are your main competitors? Are there new competitors? Who are the potential competitors? What are your competitors’ strengths and weaknesses? And what are their strategies? What is the likely impact on your business?
- Review your Balanced Scorecard results for the past year. Where have you fallen short? In which perspective are you weakest? Where are you misaligned?
- Validate your Vision, Mission and Core Values
- Review your Strategy Map. Depending on the results of your analysis above, you may opt to clean the slate and start anew, or to review your current Strategy and make adjustments. The key question: Will this strategy take us to our Vision?
- Review your measures and targets – are you measuring the right things? Are your targets challenging enough, or too challenging?
- Identify the key Strategic Initiatives that MUST be implemented in order to achieve your strategy.
- Create an action plan to implement the initiatives
When done with your team, this review exercise results in a robust strategy and improved team dynamics. You will have a team that is aligned around the way forward and committed to implementation. Now “all” you have to do, dear leader, is hold them accountable!
TAKE ONE ACTION
When was the last time you gave feedback to your team members? Are you overdue? If so, then this week give feedback to at least one member of your team. Make it clear that you are engaging in this conversation to help them get even better. LISTEN LISTEN LISTEN. And take another step – ask them for some feedback on your own performance. Gulp …. and be open to the response. Watch what happens!!!
INTERESTING LINKS
A thought-provoking article that questions the supremacy of “Maximising Shareholder Value” as the raison d’être of a business. What do you think? And how would this thinking change how you look at your business and what your winning strategy should be? Make sure to leave a comment! – click to view article
Want to improve your performance? Take a siesta! Yes, the work-rest-work-rest cycle used by top athletes can be applied to job performance. Read why in this article – click to view article
