In any performance conversation, it’s important to set the stage for a great conversation, and a two-way one between the leader and their team member.
While being able to ask great questions is key (and will be the focus of tomorrow’s blog post) it is key that you set the stage for a good feedback and performance conversation. To prepare the team member themselves you will want to consider:
Having dialogue with the team to help them think about how they are doing. “Priming people to think through and be taking notes for themselves by using questions such as:
Additional ways to support your team members to prepare for the performance conversation are:
1. To support team members to monitor and capture their successes and things that don’t work as well regularly;
2. To feel safe to be able to voice concerns without fear of impact on their job
3. To create regular reflective pauses around how their performance is going? This may involve a number of ways team members can self-monitor, and self-assess
4. Getting team members to consider how they will receive feedback best – do they need time to digest, do they like to hear it first and then see it written out (or vice versa)
As you think about your team, what will help them create more of an ongoing performance culture?
With best wishes,
Jennifer
While being able to ask great questions is key (and will be the focus of tomorrow’s blog post) it is key that you set the stage for a good feedback and performance conversation. To prepare the team member themselves you will want to consider:
Having dialogue with the team to help them think about how they are doing. “Priming people to think through and be taking notes for themselves by using questions such as:
- What have been your successes?
- What’s working well?
- What’s not?
- What could you be doing differently?
Additional ways to support your team members to prepare for the performance conversation are:
1. To support team members to monitor and capture their successes and things that don’t work as well regularly;
2. To feel safe to be able to voice concerns without fear of impact on their job
3. To create regular reflective pauses around how their performance is going? This may involve a number of ways team members can self-monitor, and self-assess
4. Getting team members to consider how they will receive feedback best – do they need time to digest, do they like to hear it first and then see it written out (or vice versa)
As you think about your team, what will help them create more of an ongoing performance culture?
With best wishes,
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326
Potentials Realized | Coaching Team Leaders
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326
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