Focused on what others are doing wrong giving orders

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Focused on what others are doing wrong. Giving orders. Your side. Personal.
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6 WHEN DO YOU PROVIDE FEEDBACK? When you want something to change. When you want something to continue. When you are doing something wrong. When you are doing something right. ALL THE TIME!!! SET THEM UP FOR SUCCESS 1) Set Clear Expectations 2) Address the “GAP” 3) Hold People Accountable
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7 SET CLEAR EXPECTATIONS To what degree have expectations been established…and communicated? How involved was the employee in establishing expectations? Did you both agree on the expectations? Does the employee know what he/she is being held accountable for? To what degree do you have confidence in this employee? ADDRESS THE GAP What was expected? GAP GAP What was reality?
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8 GAP CAUSES 1. Structural – policies, procedures, infrastructure 2. Resources – time, money, people, technology 3. Expectations – agreed upon, accountable 4. Personal – personalities, communication styles ADDRESS THE GAP Please Read: Address the Behavioral Variance, pg. 8 The 360 Root Cause Investigation, pg. 9
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9 THE POWER TO COMMUNICATE Words 8% Voice, tone, pitch, pace, volume 37% Body languge, position, gestures, eye contact 55% Where Our Message Comes From HOLD PEOPLE ACCOUNTABLE Your Communication Tendencies Aggressive Passive-Aggressive Assertive
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10 AGGRESSIVE In your face. Sense of superiority. Use of Power. Tend to blame others. Villain mindset. Raise their voice. Sounds like, “You, You, You.” An another thing….”You, You, You.” Monologue…they do all of the talking. PASSIVE AGGRESSIVE May not speak their mind. Silent treatment or walk away. Lack self-confidence. Victim mindset. Don’t talk it out but may act it out. Focus on “they”, “them”, “those”. Little or no dialogue.
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11 ASSERTIVE Self confident. Asks thought-provoking questions. Listens and is open to ideas of others. Seek for understanding. Sounds like, “We”, “Us”, or “Together”. Engages with the spirit of curiosity. Equal dialogue. BEHAVIORAL BASED FEEDBACK FACT – What you SAW or HEARD. OPINION – What you THOUGHT about what you SAW or HEARD.
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12 ATTITUDE PROBLEM You want attitude? I’ll give you attitude!!! FEEDBACK PLANNING PROCESS Prepare Share Ask Listen Action Praise
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13 PREPARE Review any previous coaching session notes. Make sure you have factual data to share with employee and/or specific examples. Anticipate their communication style and how they might react or respond.
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  • Fall '19
  • Patrice McGuire, McGuire Business Partners,  Fact

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