K.I.S.S.
Keep it short _______. Yes I know the saying is “Keep it simple ________.” (I’ll let you fill in the blank - we try and avoid that word in our house).
This is a short simple blog about feedback. Keep all feedback short and simple. Don’t drone on. Don’t make excuses. Don’t try to discuss the underlying issues. Long conversations too often result in a lack of clarity for the person recieving the feedback.
Here’s an example of good K.I.S.S.feedback:
“Yesterday I went to a client meeting. I did not have the document I had promised the client. The client was annoyed. I was forced to make excuses. I felt (and looked) unprofessional and disorganized. When you miss deadlines like you did yesterday, I lose face with the client, the firm risks losing the client and I lose confidence in you. If I don’t have confidence in you, I will be forced to give the work to someone else. If you are left without work, your job will be at risk. I don’t want that to happen so I am being straight with you. I’d like you to think about what I’ve said, come up with a response and a plan for yourself and get back to me with this by Monday. Will that work for you?”
Here’s the setting for the above conversation. You walk into the staff person’s office (or use a meeting room that is away from prying eyes). You deliver the speech above. You say nothing else and you leave the office or meeting room. It should take no more than 3 minutes.
I know it sounds harsh. It is not. It is fair. As a matter of fact, it is the most fair way to treat your staff. The staff person now owns the issue. The staff person is clear on the behaviour you are concerned about and the impact of that behaviour. The staff person can decide how to address the issue (or not). It is entirely up to them. You have done your job well.
Sandra Oliver - September 16, 2009
Filed under:
coaching,
motivation,
feedback,
coaching culture
Sandra Oliver
Sandra Oliver Sandra Oliver is a leadership coach and consultant with more than 17 years experience in Corporate HR leadership roles. Her expertise includes change management and succession planning. Sandra is the founder of IMPACT Consulting Inc.
