Last week, we started to explore the power dynamics that can get in the way of a successful supervisor/supervisee relationships if we don’t pay attention to them. We also explored the games that supervisees play in an attempt to balance the power. Catch up here: The power dynamics of the supervisor/ee relationship Games that supervisees play to
Tag: feedback
Games that supervisees play to regain their power
Let’s talk about the games that (some) supervisees play as a way to cope with the imbalance of power. See if any of these sound familar. I know I have played one or more of these cards in my time, albeit subconsciously (I’m having a hard time admitting that I have ever done any of these
Three steps to nipping negativity in the bud
So you’ve overcome your own discomfort about giving feedback…but then you are faced with someone who takes everything as a negative, someone who thinks you are picking on them. How do you address that? First, look to yourself. How objective are you being when you give that feedback? In other words, what real-life example are
Get rid of your apprehension about difficult conversations once and for all
There is something really fundamental that we need to grasp if we are to change our behaviors around giving feedback. Recognize that without feedback, transformative change is impossible. The other person cannot read your mind. In fact, leaving things unsaid, both positive and constructive, leads to a gap that your people will fill. They will start
Feisty Feedback
Hop on over to 3dCoaching, where I have written a guest blog this week about Feisty Feedback. It’s getting some great feedback!
High Performance Learner Characteristic 7: Active soliciting of input and feedback
What will you do differently this week to be proactive about seeking regular detailed feedback from multiple sources, and then act upon it? What will you do to proactively give regular feedback? Our research says: A key point from our research is that top performers are more proactive about seeking regular input. They are more
What’s the buzz? What’s intriguing your peers?
As I was looking through the statistics for the blog this week, a few of the posts stood out as your favourites. So for the benefit of our new followers and in case you missed them first time around, here’s a short-list of the most popular blog posts from the last 6 months: Get Out of
Letter to new managers
I got this idea from a couple of books I read this year – Execution by Larry Bossidy and Ram Charan; and Fierce Leadership by Susan Scott. Both great books if you like to learn by reading. Here’s my own version of a letter to new managers (also relevant for experienced managers, so keep reading).
Coaching an individual to become a team player
Slightly different nuance here – Monday was about team coaching; today is about coaching individuals to become better team players. In fact, I think this is less about coaching, and more about giving them feedback and then discussing and agreeing (using a coach approach of asking questions, listening, challenging) how they will move towards the
Coaching a peer
Now, let’s move on to talk about how to coach a peer, which one of you requested in the survey a while back. The easy answer is that you use exactly the same skills as you would use with anyone else. (active listening, powerful questioning, presence, contracting, direct communication, creating awareness, designing actions, planning and
