Manager Tools Feedback Model - Updated - Part 2

Manager Tools

Mike Auzenne

Careers, Feedback, Leadership, Business, How-to, Development, Strategy, Management, Skills, Coaching, Advice

4.6 • 1.3K Ratings

🗓️ 20 May 2024

⏱️ 37 minutes

🔗️ Recording | iTunes | RSS

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Summary

Part 2 of our guidance describing the most effective method of letting your directs know how they are performing: Feedback. Feedback shows someone the impact of their behavior, allowing them to change ineffective actions or continue doing things that help the team achieve its goals.

Transcript

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0:00.0	Welcome to Manager Tools.
0:02.0	This is Kate and I'm Mark.
0:05.0	Today's cast, Manager Tools Feedback Model updated.
0:09.0	Part 2 of 3.
0:11.0	The questions this cast answers are, how can I deliver performance communications to my team?
0:17.9	What should I say when giving feedback?
0:20.7	And is there a proven way to give negative feedback politely and profession?
0:25.0	If you want answers to these questions and more, keep listening.
0:29.0	Do you have excellent employees who just can't seem to see eye to I agree and achieve an optimal result when they both know they're recommending the exact same solution?
0:42.0	The manager tools effective communicator training is your answer.
0:47.1	We can teach folks to observe others behaviors, perform mental analysis and tailor their natural communication style to achieve a successful
0:56.9	exchange and workplace result.
0:59.9	And managers will come on site and teach up to 30 people.
1:05.0	This practice, which is the key to helping them communicate better together.
1:10.0	Great for all professionals, not just managers, particularly those who are customer facing, internal and external,
1:17.5	and pricing for groups of 30 can realize more than 50% discounts as opposed to our regular training events.
1:26.1	Contact Maggie by emailing customer service at manager dash tools.
1:31.0	For more information.
1:34.0	Okay, should we get into the model?
1:36.0	Yeah, I think we should.
1:37.0	We should.
1:38.0	We're going to start with step one, which is we ask, every single time, forever and ever for always, we ask every single time forever and ever for always we ask
	...

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