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Larry Reynolds, managing partner

Our clients:

It’s a really good idea to ask your team members for feedback.

Questions like:

“What can I do as your manager to make your life easier?”

“What’s one thing I need to change to help you to be more productive?”

“What aspect of my management style really works for you, and what aspect sometimes doesn’t?”

I’ve worked with a lot of managers who have asked their team members these sorts of questions, and without exception they tell me that it’s not only helped them to be a better manager, but it’s also enhanced trust within the team.

I would add that seeking feedback tends to make other people more receptive when you want to give them feedback.

So why do so few managers take time to actively seek feedback? Maybe it’s because they’re busy. Maybe it’s because they don’t trust their team to give useful, honest feedback. But I wonder whether some managers feel that if you ask for feedback, you have to act on it.

You don’t.

Quite often the best response to feedback is to listen carefully, take time to consider it, and then get back to the person either to tell them that you are going to act on their feedback or to explain why you won’t be acting on it. Sometimes it’s more important to understand why someone acts in a certain way than it is to get them to change.

What’s your excuse for failing to ask your team members for feedback?

Courageous conversations

June 10, 2014

Creating a high performance team is simple. You just need to make sure that everyone in the team knows what’s expected of them, and has the motivation and the skills to do it.  Clear expectations + good motivation + right skills = high performance. Simple, but not easy. Getting everyone in your team to perform […]

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Eight essential principles of effective leadership development

April 29, 2014

If your leadership development programme isn’t based on these eight principles, it’s probably a waste of time and money. 1.        Driven by a genuine business need It makes no sense to invest time and money in developing leaders unless the programme addresses a genuine business need. 2.        Honours the uniqueness of individuals Every since Richard […]

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Ten tips for brilliant one to one communication

March 24, 2014

1.    Be clear and specific Most business communication is just too vague. If you want someone to do something, use the OPERA checklist to make sure you cover everything. 2.    Use examples, stories and anecdotes Another way to make things clear is to use examples, stories and anecdotes. Here’s how to develop your story telling […]

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What I learnt from Roger

January 30, 2014

Yesterday Roger, who is one of my associates, came to observe me delivering a course called Courageous Conversations. The final module of the course is about coaching, and as Roger is one of the best coaches I know, I asked him if he’d like to facilitate that part of the course. Watching Roger facilitating my […]

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