Category: #betterconversations

Teams365 #3985: Supporting Better Conversations with Your Team Around Performance

12/11/2024

Performance conversations are at the heart of effective team dynamics, yet they often become a source of stress for both leaders and team members. Shifting these interactions from transactional evaluations to collaborative, growth-oriented dialogues can foster trust, motivation, and improved outcomes. Here are practical strategies to support better conversations with your team around performance.

1. Create a Foundation of Trust and Psychological Safety
Before diving into performance discussions, it’s crucial to establish a foundation of trust. Psychological safety—a sense that it’s safe to speak up without fear of retribution—is a key driver of team performance. To build this, encourage openness and vulnerability by modeling these behaviors yourself. Start conversations by affirming the team member’s value and contributions, creating a positive tone that sets the stage for constructive dialogue.

2. Prepare for the Conversation
Preparation is essential. Review past performance metrics, feedback from peers, and notes from prior conversations. More importantly, consider the individual’s strengths, goals, and challenges. This preparation enables you to tailor the discussion, making it relevant and meaningful. Ask yourself, What do I want this person to walk away with? How can this conversation support their growth and the team’s objectives?

3. Use a Coaching Approach
Rather than simply giving feedback, adopt a coaching mindset. This involves asking open-ended questions that invite the team member to reflect and share their perspective. Questions like:

“What has been working well for you in your role?”
“What challenges have you encountered, and how can I support you in overcoming them?”
“What skills or resources would help you achieve your goals?”

By involving them in the conversation, you create a sense of ownership and empowerment.

4. Focus on Strengths and Future Goals
While it’s important to address areas for improvement, framing the conversation around strengths and aspirations can be more motivating. Discuss how the individual’s unique strengths contribute to team success and explore how these can be leveraged further. Shift from focusing solely on past performance to setting future goals, emphasizing growth and development.

5. Follow Up and Follow Through
Performance conversations shouldn’t be a one-time event. Regularly check in to revisit the goals and action plans discussed. Celebrate progress, address any barriers, and adjust objectives as needed. Consistency demonstrates your commitment to their success and reinforces accountability.

A Final Note
Effective performance conversations are not just about evaluating results—they’re an opportunity to build relationships, align on expectations, and inspire growth. By fostering trust, preparing thoroughly, embracing a coaching mindset, and maintaining regular follow-ups, you can turn performance discussions into a cornerstone of your team’s success.

Empower your team to thrive by making these conversations a meaningful and consistent part of your leadership approach.

Jennifer Britton, MES, ACTC – PCC, CHRL, CPT
CEO, Head Coach and Author
Potentials Realized | Group Coaching Essentials
Leadership | Teamwork | Coaching
Contact: 1-416-996-8326
Email: [email protected]
Instagram:@ReconnectingWorkspaces @CoachingBusinessBuilder

Looking for bite-sized boosts to your work as a coach, leader or during your onboarding process? Check out our Card Decks. Now available on Deckible:
90-Day Guide for Success – Deck 1 – Days 1 – 30 (for new leaders, onboarding or those wanting a sprint) – https://bit.ly/90dayguidedeck1
ACTIVATE Your Group and Team Coaching Superpowers (for coaches) – https://bit.ly/activatedeck

Pick up a copy of Reconnecting Workspaces: Pathways to Thrive in the Virtual, Remote and Hybrid World at Amazon – https://bit.ly/reconnectingworkspaces.

Check out my latest TEDx talk – Coaching Teams Through Chaos at https://www.ted.com/talks/jennifer_britton_coaching_teams_through_chaos

Set up a call with myself or my team to learn more about how we can support you through our card decks, customized team development and leadership training, OR award-winning ICF CCE approved Coach Training programs – https://calendly.com/jennbritton/15-minute-exploration-call

0 Comments

Teams365 #2810 - Team Tool: Better Questions for Better Conversations

9/9/2021

0 Comments

The Team Tool for Chapter 6 is Better Questions for Better Conversations. As a coach, I know how important questions are for discussion and dialogue. What do you notice about the types of questions you ask?

Here’s what I share in Reconnecting Workspaces https://www.amazon.com/Reconnecting-Workspaces-Pathways-Thrive-Virtual/dp/0993791557

TEAM TOOL: ASK BETTER QUESTIONS, HAVE A BETTER CONVERSATION AND RESULTS
Questions can be used for different purposes: to expand awareness, prioritize, create clarity, make a decision, identify actions, or support accountability. Questions are an area we can all get better at.

Consider how you might use these types of questions:

QUESTIONS TO: EXAMPLES:

Expand Awareness

What’s important about that?
What are your assumptions?
What perspective are you looking at this from?
What’s another approach?
What impact would that have?
What’s the big picture or how does it fit in the big picture?
What’s at the core?
What else?

Prioritize

What’s important?
What’s urgent?
What needs to get done first so that other things can get done?
In the big picture, what’s needed?
What could get deferred?
If there was only one thing that could get done, what would
that be?
What’s the number one priority?
What could get delegated?
What can you say no to?

Create Clarity

What do you see as connected?
If you could do only one thing, what would that be?
What’s clear to you?
What is important?
What’s the priority?
What’s possible in terms of outcome?

Make a Decision

What results are you aiming for?
What’s most important?
What’s a priority?
What will success look like?
What will work best in the short term?
What will work best in the long term?

Identify Actions and Accountability

What support do you need?
What will you do in the next 24 hours?
What are your next steps?
What else?
When will you check back in?
Who will you check in with?
What will you do by next week?
What else do you need?
What’s next?

Notice the overlap of some questions like “What else?” or “What’s the possibility?” These are stock questions which are really broad and open up the conversation in a variety of different ways.

Enjoy your reflection!
Jennifer

Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326

Check out my TEDx talk at https://www.ted.com/talks/jennifer_britton_virtual_remote_and_hybrid_checklist_aug_2021

Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.

0 Comments

Teams365 Blog

Teams365 #3985: Supporting Better Conversations with Your Team Around Performance

Teams365 #2810 - Team Tool: Better Questions for Better Conversations

Author

PicK up a copy of PlanDoTrack - For Virtual and Remote Professionals

Avoid the "Death by Conference CAll" - EVC Book:

Upcoming Programs

Archives

Categories