Welcome to Manager Tools.

Today's topic, feedback, step three. Emotions are okay. Here we go.

Folks, we don't mention it often, but we provide training at our corporate clients throughout the year.

We don't talk about it because we focus on the individual manager,

but the fact is we're going to be busier and busier.

If you're thinking about 2015, you probably need to start talking to us now.

Give Maggie a call or send an email at Maggie at manager dash tools.com.

Step three of the feedback model, we should probably talk about what step 3 is, describe that real quickly and then I'll ask you my question.

Well, step 3, there's a 4-step model. I suspect there are many people who are listening who are like what there's a

model how many steps? Step one is hey can I give you some feedback you ask the

direct and then you in step two you say when you do this you describe their behavior and step three is here's what

happens you describe the emotion you describe the impact you describe the

outcome of what happened.

And then in step four, if it's positive, you say thank you, or if it's negative, you say,

can you change that or can you do that differently or can you work on that?

So step three, you're talking

people about the outcome of what they did, right? And often I think we get this

question is whether or not it's okay to talk about emotions and there's step three.

Does it have to be a business outcome?

Does it have to be a deliverable, does it, you know?

Right, yeah.

So we're really specific about not addressing your direct intent or motivation or emotional state when you're giving feedback.

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