Crucial Conversations

Crucial Conversations

Tips for Crucial Conversations

Tips for Crucial ConversationsCrucial Conversations are easy to avoid. Consider the following tips when providing constructive feedback.

1. Managers should only give feedback to improve an employee’s job performance or work-related behavior. Feedback should not be given regarding an employee’s private life unless it affects their ability to work.

2. Focus on the individual’s actions rather than their personality.

3. Focus on the individual’s future instead of dwelling on past actions.

4. For the greatest impact, don’t delay feedback. Provide it as soon 

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Providing Constructive Feedback

At K.Coaching, we work with many clients that want to improve their leadership and management skills. Often we see managers avoiding crucial conversations or giving constructive feedback. Sometimes it may feel better to just ignore the situation, hoping that it will go away, instead of addressing the situation appropriately and constructively. Most likely, the manager will provide short, pointed, unflattering remarks to get a sales rep’s attention.

The next time an employee requires constructive feedback, consider it an opportunity to impact their future behavior in a positive way. If given properly, constructive feedback can make a difference between an employee’s success and failure,

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