An Email Invitation to a Forward-Facing End of Year Conversation
The greatest gifts a leader gives are a caring heart, a listening ear, and a forward-facing approach.
It’s better to run to the light than splash in the mud.
There’s more to people-development than fixing weaknesses and correcting deficiencies.
What would you focus on if you turned toward the light?
An email invitation to a forward-facing one-on-one:
Hi Wilma,
Let’s have an end of year conversation to look into the future. Don’t worry. It’s not an annual performance review.
The purpose of the conversation is to explore ways to increase enjoyment at work.
Please reflect on your work experience over the last month or two and complete the following sentences.
- My energy went up when I ….
- My energy went down when I ….
We can’t design the perfect job. We can explore ways to better leverage your strengths and make work more energizing for you.
Please feel free to look at my calendar and schedule an appointment sometime next week.
Sincerely,
Betty
_____
Up statement:
Perhaps Wlima says, “My energy went up when I learned to address tough issues more skillfully.”
Betty might ask, “What’s important about addressing tough issues more skillfully for you?” (Be sure to add, “for you” at the end.)
Listen for values and motivations. Explore how Wilma might more fully bring her values and motivations to work?
Down statement:
Perhaps Wilma says, “My energy goes down when I have to deal with tough issues.”
Betty might say, “I hear you Wilma. Tough conversations are difficult. What would be true of you if your energy didn’t go down when you have to deal with tough issues?”
Wilma’s response reveals aspirational goals that energize her and bring value to your organization.
How might leaders hold forward-facing one-on-ones at the end of the year?
Leaders need to come with the intent of betterment for all, with a positive demeanor, I know “easier said than done”! The morale changes for the better when approached with positive outlook from higher ups, stand tall, walk proud, and smile helps too! The doom and gloom needs to go in the closet.
Thanks Tim. The connection between morale and leadership needs more attention. I’m not talking about rah! rah! I’m talking about managing organizational energy.
A forward-facing one-on-one helps keep everyone’s head up.
Love this statement! “Please reflect on your work experience over the last month or two and complete the following sentences….” Most employees get very nervous when it comes to meeting with their manager especially around performance review time. Having conversations like this throughout the year make any conversation normal and builds trust and confidence in the manager/employee relationship. It promotes positive energy and open communication – all of which are great leadership traits. Thanks Dan for sharing.
Thanks Carolyn. Your idea of making these conversations normal is helpful. Development and performance conversations shouldn’t be a bad thing. Infrequency is one reason people get all stressed out.
Dan, obviously you’ve seen this technique give good service, so can I ask how you have dealt with people invited to these conversations arriving with a view that “Anything you say can be used against you”?
Hi Mitch. Be careful what you say. You remind everyone that some organizations are about protecting ourselves at the expense of others.
‘My energy went up’.. when I saw that enthusiastic glint in the child’s eye, the one that acknowledged that the person who was watching, believed in her, and had confidence she would achieve what she set out to do.