How Not to Give Feedback

Continuing this month's theme of how NOT to manage, check out this video.  Can you spot the 15 Top Leadership Mistakes that Cost Big?  Then scroll down for the answers:

 

 

 

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Top 10 Leadership Mistakes that Cost Big:

 

# 10The parking garage?  Really?!  The boss might feel safe in his SUV but unprofessional to meet outside the specific workplace and in a foreign environment for Doug.  Give safe and familiar options for meeting to give bad news.

 

#9 - The Walk of Shame:  Parading Doug through the office conscioulsy or unconscioulsy sends a shaming and fearful message to both Doug and his colleagues which feeds distrust of leadership and resentment.  Give feedback privately, balancing ciritcal feedback with positive observations.

 

#8 - Coating a rotten tomato in syrup:  Either extreme of a sickly sweet tone or a cold and uncaring tone will provoke others in receiving feedback.   Use a clear, comapssionate and matter-of-fact tone.

 

#7 - Blaming others:  Yes HR might have had something to say about a stash of weapons in the office but pushing all the responsibility on them creates two new problems: (1) Doug may target his rage at HR and be abusive to others and (2) HR may have been a support role for Doug which is now shut down to him.  And of course, this shows a lack of courage and accoutnability in the leader for their role.  Take clear responsibility.

 

#6 - Waiting too long:  Like berries on a vine, there are times where the issue is just pooping out, but it's not yet ripe to be dealt with.  However, if we wait too long (like by the time poor Doug has mounted a couple of dozen swords), the berry rots and molds until it's so stinky and messy that we have to send a Haz-Mat team in to clean it up whih costs a lot of money and all we can really do is throw it out anyway.  There's a time when that berry is ripe and if we can pick it efficiently, we can take it inside and use it to make great jams and pies. Deal with it in a timely manner.

 

#5 - Sandbagging someone with bad news:  No warning and no set-up shocks them.  Think about your own life - we all can accept bad news better if we know what to expect and what to do.  Warn them bad news is coming.

 

#4 - Not providing any options:   Even offering to meet in his office or another, or providing optoins to phase swords out rather that a cold all-or-nothing approach would help Doug adapt to the change. Negotiate with Doug - maybe the daggers can stay for a trila period if they're sheathed and secured? Give them something they can control to deal with things that are not under their control.

 

#3 - Lying:  Not usually as blatant as in this clip, but saying one thing when it's really another blows trust.  And trust is the lubricant that smoothes communication. Lying like leaders do on House of Cards makes your workplace feel like, well, a house of cards.  Be honest.

 

#2 - Disciminatory harassment:  That's what Doug would likely complain to the Human Rights Tribunal.  He may have a legitimate mental illness and to dismiss his actions with a disciminatory slur like, "Crazy people stuff" places the organization at high risk for an expenisve fine.  If you can't think of something nice to say, find a respectful way to say it.

 

#1 - Turning you back on danger:  The boss was walking in front of an armed man who looked angry.  Leaders have a moral and legal responsibility to ensure the work area is safe.  Don't model unsafe behaviours.  Keep your eye on risk at all times and always act to reduce it.

 

 

 

 

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