You don’t seek feedback because you care. It feels personal. Besides, you already beat yourself down. Giving feedback is easier than seeking it. Mastery is an act of service, not insecurity. Growth requires input. When… Continue reading
Tough conversations increase misery when done poorly. Minimize misery by increasing mastery.
Feedback is future-shaping, not fault-finding.
Reject the practice of beginning with a positive, slipping in the negative, and ending with a positive. The feedback sandwich is full of baloney.
Growth-goals give tough conversations meaning.
Yesterday my wife said, “You drive weird.” In a professorial tone, I told her, “That’s judging, not observing.” She got instruction she didn’t ask for.
She was laughing too loud to hear me.
Grasping the relationship between Feedback-Correction-Instruction-Coaching-Mentoring
Toxic leaders corrode teams.
Self-serving leaders drain momentum. Ignoring the problem feels easier in the moment. But downward pull is destructive. The solution starts with turnaround conversations.
Toxic leaders dominate environments.
How to have turnaround conversations with toxic leaders…
Most leaders think they’re giving enough feedback—but delays, soft language, and lack of follow-up sabotage growth.
Learn 5 common feedback mistakes and how to fix them so your team improves faster, trusts more, and stays fully engaged.
Improvement always begins with feedback. People never improve until they know how they’re doing. Self-defeating behaviors persist in low-feedback environments.
The feedback sandwich is filled with baloney.
A spoonful of sugar before corrective conversations dilutes compliments.
Marcus Buckingham said, “People don’t want feedback, they want attention.”
