Folks if you enjoy our guidance about the Madhwin Trinity, getting to know your people, talking

about performance, asking for more, pushing work down, and our tools are helpful, one-on-one's

feedback, coaching, and delegation. The ideal way to learn about implementing

them is to come to one of our effective manager conferences. One day we cover all of the

major topics. You practice feedback, you practice coaching, you practice delegation.

I can't tell you the number of times people have said to us,

wow, I thought I understood the tools, and then when I had to practice, I realized I've taken it to another level.

Come to the website, check out our conference schedule, see us all over the U.S. and in Europe,

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Welcome to manager tools.

Today's topic, feedback.

Now folks, if you listen to our feedback cast before and this sounds different,

it is, don't be confused

Mark and I decided recently that we were going to re-record some of our basics

cast incorporating some of the learnings we've had over the past several years so

like you we continue to learn and want you to get the benefit of those

learnings as well so here you go with our new set of feedback cast part one Oh, I'm glad we're getting a chance to talk about feedback Mark. I think for a lot, lot of managers feedback is one of the most challenging things

they run into right I think most people know as a manager somebody

responsible for somebody else's performance that they should.

We use that, we don't use that term often, but they feel like they should give feedback to folks, right?

But they just have lots of hang-ups about it.

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