On this episode of Rhodes to Success, I interview Jamie Turner, who is the Less Stress business coach and leadership consultant. Jamie worked in education for more than twenty years, of which the last twelve were as a school principal. During the show, we discuss providing and giving and receiving feedback from your team, coaching versus compliance leadership, how the 80/20 rule applies to feedback, and the five words you need to know when it comes to providing feedback.
Main Questions Asked:
- Why is feedback the lifeblood of a healthy business?
- How do you help business owners receive feedback and not get defensive?
- Talk about what a coaching style leadership is and how that is different to compliance leadership?
- What are your tips on how to structure one-on-one check-in calls?
- Talk about providing feedback to your employees and having difficult conversations.
- Why is it important to focus more on the positive feedback than the negative?
Key Lessons Learned:
- Without feedback a business can’t be healthy and grow.
- Feedback allows change to happen and new ideas to surface.
- If leaders can create a safe place where the team can tell them what they truly think, those ideas can improve the business in ways that haven’t been imagined.
- Feedback has to be two-way and not just the leader giving feedback to the employees
- The leader of the team has to be the person to invite and encourage feedback.
- The natural inclination when receiving feedback is to defend your point of view. If you do this, people will stop providing feedback.
- Often, leaders invite feedback but do nothing with it. If nothing happens as a result, people will stop providing feedback.
- Learn how to be less defensive and let the feedback in.
- “Thank you so much for that feedback.” This shifts the brain into gratitude mode.
- Stay curious. Try and understand what the feedback is about.
- It’s okay to not respond in the moment and offer to reconnect the following day.
- Learn to recognize the signs of emotions and hit the pause button and give yourself time to process.
Coaching Vs. Compliance Leadership
- Coaching is about helping the employee solve the problem rather than providing the solution.
- It’s a mix of asking great powerful questions and providing information.
One-on-one Check-in Calls
- 80% of the conversation should come from what your team member needs to talk about.
- “What is most important for us to talk about today,” and take the lead from the employee. This will uncover the challenges they are facing.
- The aim of the conversation is to help the employee do the best job that they can.
- We want to create a safe place where our employee can let us know when things aren’t going well.
- Make it clear what the purpose of the time is, as well as the expected outcome.
- It’s important to end the call with a plan and next steps.
Providing Feedback to the Team
- Don’t let too much time go by before you have the difficult conversation.
- Make sure you have at least two concrete examples and are clear on exactly what the issue is.
- Have the conversation when you aren’t feeling emotional about the issue.
The Five Words
- Example: “Jessica, when you come in late a few times a week, I feel really frustrated and upset because we’ve talked about how important it is to be on time for work and how our customers are here…”
- Many employees need to hear positive feedback and really benefit from knowing they are on the right path.
- Often, leaders don’t need positive feedback as they are self-driven.
- Positive feedback needs to be specific and letting the employee know what they did well. This enables the employee to repeat that behavior.
The music in today’s episode was written by The Danger Os and produced by Nick Palmer. Check them out at https://www.facebook.com/thedangerosmakemusic
Links to Resources Mentioned
Click to Tweet