Donna's blog on coaching, leadership, and life

Tidbit for performance feedback conversations—You first

Here’s a tidbit that can make a significant difference in the effectiveness of a feedback conversation. 9 times out of 10, individuals are quite aware of their strengths as well as their challenges. So, if you were to enter a development conversation probing, versus telling, you might engage the person in a meaningful conversation versus an uncomfortable confrontation. Before providing your perspective, first ask the individuals you’re evaluating where they feel they’re succeeding, where they feel they may be falling short or getting stuck, and what they might do differently, given the opportunity in the future. You may only need to agree (or perhaps add one or two items) before helping them to fine tune action plans (don’t forget target dates) for continuous improvement. Remember to ask how you might specifically offer your support, and agree on some action on your part as well.


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