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00:00:00 --> 00:00:05 Welcome to Your Morning Boost, your daily leadership advice to help you lead your school community.
00:00:05 --> 00:00:09 Brought to you by AWB Education and sponsored by Grundmeyer Leader Services,
00:00:10 --> 00:00:14 where together we are transforming education, one leader at a time.
00:00:15 --> 00:00:19 Now here's your host, Adam Bush. Happy Friday, everyone, and welcome to the
00:00:19 --> 00:00:21 final day of our week-long deep
00:00:21 --> 00:00:24 dive into the Fitting Five newsletter from Grundmeyer Leader Services.
00:00:25 --> 00:00:29 I'm your host, Adam Bush, and we are wrapping up our exploration of valuable leadership insights.
00:00:29 --> 00:00:33 Huge thank you, as always, to GLS for their sponsorship and for bringing us
00:00:33 --> 00:00:35 these thought-provoking articles.
00:00:35 --> 00:00:38 If you haven't subscribed yet and want to get in on these monthly insights,
00:00:38 --> 00:00:42 just make sure you click the link in the description of this episode to sign up.
00:00:42 --> 00:00:45 Today, we are tackling a topic that's crucial for any leader,
00:00:45 --> 00:00:49 and that is giving feedback, particularly negative feedback.
00:00:49 --> 00:00:54 We're discussing an article from the Harvard Business Review titled Five Mistakes
00:00:54 --> 00:00:56 Managers Make When Giving Negative Feedback.
00:00:56 --> 00:01:01 Now, this piece is a goldmine of practical advice for navigating those often
00:01:01 --> 00:01:02 difficult conversations.
00:01:03 --> 00:01:07 It highlights common pitfalls that managers fall into and offer strategies for
00:01:07 --> 00:01:09 delivering constructive criticism effectively.
00:01:10 --> 00:01:14 The core message is clear. Negative feedback, when delivered well,
00:01:14 --> 00:01:18 can be a powerful tool for growth and development. But when it's delivered poorly,
00:01:18 --> 00:01:21 it can be demotivating and even damaging.
00:01:22 --> 00:01:25 Now, the article outlines five key mistakes that managers often make.
00:01:25 --> 00:01:28 One common mistake is delaying the feedback.
00:01:28 --> 00:01:31 Addressing issues promptly is essential.
00:01:31 --> 00:01:35 Letting problems fester not only hinders individual growth, but it can also
00:01:35 --> 00:01:39 negatively impact team performance. Another mistake is being too vague.
00:01:39 --> 00:01:44 Feedback needs to be specific, actionable. And instead of saying your performance
00:01:44 --> 00:01:48 needs improvement, it's more effective to say things like, I've noticed that
00:01:48 --> 00:01:52 deadlines have been missed on the last two projects, and let's discuss what's
00:01:52 --> 00:01:54 contributing to this and how we can address it.
00:01:54 --> 00:01:59 The article also highlights the importance of focusing on behavior, but not personality.
00:02:00 --> 00:02:03 Criticizing someone's character, that's rarely going to be productive,
00:02:03 --> 00:02:05 and all it's going to do is put them on the defensive.
00:02:06 --> 00:02:09 Instead, focus on specific actions and their impact.
00:02:09 --> 00:02:14 For example, instead of saying, you're lazy, try, I've noticed that reports
00:02:14 --> 00:02:18 are consistently submitted late, which is impacting our team's ability to meet
00:02:18 --> 00:02:19 the deadlines for our school buildings.
00:02:19 --> 00:02:24 This approach keeps the focus on the issue at hand and avoids making it personal.
00:02:25 --> 00:02:29 Another mistake is not balancing negative feedback with positive feedback.
00:02:29 --> 00:02:32 Sandwiching negative feedback between two positive comments,
00:02:32 --> 00:02:35 it can sometimes feel a little disingenuous. I get that.
00:02:36 --> 00:02:37 However, it is important to
00:02:37 --> 00:02:41 acknowledge strengths and areas where the individual is performing well.
00:02:41 --> 00:02:46 This creates a more balanced conversation and it shows that you recognize their contributions.
00:02:47 --> 00:02:50 Last piece here, the article emphasizes that importance of follow-up.
00:02:51 --> 00:02:54 Feedback shouldn't be a one-time event. Check in with that individual,
00:02:55 --> 00:02:57 see how they're progressing, and offer continued support.
00:02:58 --> 00:03:02 One area I think the article could have explored further is that importance
00:03:02 --> 00:03:04 of tailoring feedback to the individual.
00:03:05 --> 00:03:08 Different people respond to feedback in different ways. The article talks about
00:03:08 --> 00:03:12 feedback, but tailoring it to how people really need it? I mean,
00:03:12 --> 00:03:14 some people might prefer direct feedback.
00:03:15 --> 00:03:19 Others might need a more gentle approach, and understanding your team members'
00:03:19 --> 00:03:21 communication styles and adapting your feedback accordingly,
00:03:21 --> 00:03:24 that's going to significantly improve its effectiveness.
00:03:25 --> 00:03:29 If you think about this, everything that's shared within this article is a direct
00:03:29 --> 00:03:31 relation to how teachers connect with students.
00:03:32 --> 00:03:35 And really, our teachers are our students as building leaders.
00:03:36 --> 00:03:39 We've got to think about them the same way. They're all individual.
00:03:39 --> 00:03:41 They all have a different learning style.
00:03:41 --> 00:03:45 They all have a different communication style. And we need to make sure that
00:03:45 --> 00:03:49 we are providing an individualized or differentiated approach to how we work
00:03:49 --> 00:03:51 with our teachers as well.
00:03:51 --> 00:03:55 Now, overall, this article, Five Mistakes Managers Make When Giving Negative
00:03:55 --> 00:04:00 Feedback, it's a valuable resource, and it's good for any leader looking to
00:04:00 --> 00:04:01 improve their feedback skills.
00:04:01 --> 00:04:05 It offers practical advice for delivering constructive criticism in a way that's
00:04:05 --> 00:04:09 going to promote growth and development instead of getting in the way of progress.
00:04:09 --> 00:04:12 If you want to read this article, you can find it on the Harvard Business Review
00:04:12 --> 00:04:16 website, but of course, you can also get it on the Fitting Five newsletter.
00:04:16 --> 00:04:20 Thanks for joining me this week, and a huge thank you again to Grunmeyer Leader
00:04:20 --> 00:04:21 Services for their support.
00:04:21 --> 00:04:24 Don't forget to check out this newsletter and get those valuable insights.
00:04:25 --> 00:04:28 Remember, if you haven't subscribed yet, click on the links in the episode description.
00:04:28 --> 00:04:31 We'll get you signed up for that monthly dose of leadership wisdom.
00:04:32 --> 00:04:35 Have a fantastic weekend. You've earned it.
00:04:35 --> 00:04:39 Friday is here, and we'll be back again on Monday. Thanks again for listening.
00:04:39 --> 00:04:42 We will talk with you again next time. You have been listening to Your Morning
00:04:42 --> 00:04:46 Boost by AWB Education in partnership with Grundmeyer Leader Services.
00:04:46 --> 00:04:51 You can find out more about our services by clicking on the links in the description.
00:04:52 --> 00:04:56 Remember, you are doing this vital job that only a few can do.
00:04:56 --> 00:05:00 So until next time, thank you for your service to your community.