Feedback and Emotional Intelligence
The number one cause of poor work performance stems from disengagement and inter-personal conflict within the workplace and home. Leaders who are short on emotional intelligence tend to attract staff that are deficient in key emotional intelligence competencies such as self-awareness, self-management, and relationship management.
How do managers, supervisors and staff build emotional intelligence? By using the powerful tools of coaching one of which is Feedback.
Knowing how to give and receive Feedback is shown as one way leaders can develop their direct reports in the areas of personal and social competencies which go a long way to increasing individual and team performance.
By following the 6-Steps for Effective Feedback you can begin developing your team to truly function at their best:
- Prepare By Putting Together the Facts That Will:
- Objectively allow the non-judgmental description of a coachee’s Specific behaviour
- The impact of the behaviour
- What changes you would like to see
- Address the issue not the person
- Never just start telling a coachee what you think, feel or believe they should do. This becomes a criticism
- Seeking permission lets the coachee know you respect them. This will be modeled back to you and the coachee’s peers
3. Acknowledge Accomplishments Right Away And Manage Limiting Behaviours Within 24 To 72 Hours
- This encourages growth
- Helps cure CEO Disease
- Improves overall performance
4. Focus On Specific Behaviours.
- Focus on specific goals and outcomes as identified by the overall organizational goals
- Remember the behaviour is the focus not the person
5. Make Feedback To Coachees A Part Of The Coaching Process, And Give It On An Ongoing Basis.
- Praise publicly ( or find out how your coachees like to be recognized and do so)
- Correct negative behaviours quickly with a clear goal in mind for the person and the organization
6. Follow Up With The Coachee After The Initial Conversation.
- Ensure your coachee identifies what action (s) they will take
- Work with them to ensure they are properly equipped to achieve success
- Agree to a follow-up period depending on urgency/gravity of the situation at hand
For each of the above 6-Steps for Effective Feedback, How will you use them? What difference do you believe this coaching approach will make in your place of work? Please write your comments below.