Part of providing effective feedback is having details and specifics about behaviors demonstrated by team members and the impact they have had. A few days ago I shared a great resource from HR at MIT - a 4 step model to providing feedback which includes talking about the Context, the Specifics of the Situation, the Behaviors observed and then the impact. All four of these are important in the performance conversation, yet, how do we remember it! Notes of course.
Today's check it off tip gets you to start thinking about, and moving into action, around notes for your performance conversations. Take 15 minutes today to either add to your notes, or to start a notes system if you don't have one.
Personally for years I had a series of journals which everything went in. To maintain confidentiality I did not attach names to the feedback notes I had, but it was foundational in remembering the details until I could have a performance conversation.
Documentation is critical for both positive and constructive feedback and you may also want to start some computer files with dates/times/details and outcomes of performance conversations.
If you have not yet started this (for the year or ever) today's Check it Off Tip, gets you moving into action around this tip. Inquire with your own HR department, and a mentor if you have one, in terms of what resources are available to you as a leader, and what they would recommend around taking notes.
Have a great Friday,
Jennifer
Jennifer Britton, MES, CPT, PCC
Potentials Realized
Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013) and Effective Group Coaching (Wiley, 2010)
Team and Leadership Development | Coaching | Retreats
Five Behaviors of a Cohesive Team Authorized Partner
Everything DiSC® Authorized Partner
Contact us and let us know how we can support you in helping your team reach its' full potenial - (416)996-8326
Today's check it off tip gets you to start thinking about, and moving into action, around notes for your performance conversations. Take 15 minutes today to either add to your notes, or to start a notes system if you don't have one.
Personally for years I had a series of journals which everything went in. To maintain confidentiality I did not attach names to the feedback notes I had, but it was foundational in remembering the details until I could have a performance conversation.
Documentation is critical for both positive and constructive feedback and you may also want to start some computer files with dates/times/details and outcomes of performance conversations.
If you have not yet started this (for the year or ever) today's Check it Off Tip, gets you moving into action around this tip. Inquire with your own HR department, and a mentor if you have one, in terms of what resources are available to you as a leader, and what they would recommend around taking notes.
Have a great Friday,
Jennifer
Jennifer Britton, MES, CPT, PCC
Potentials Realized
Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013) and Effective Group Coaching (Wiley, 2010)
Team and Leadership Development | Coaching | Retreats
Five Behaviors of a Cohesive Team Authorized Partner
Everything DiSC® Authorized Partner
Contact us and let us know how we can support you in helping your team reach its' full potenial - (416)996-8326
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