Welcome to Manager Tools.

This is Kate.

And I'm Mark.

Today's cast, Manager Tools Feedback Model, Updated.

Part 3 of 3.

The questions this cast answers are,

how can I deliver performance communications to my team?

What should I say when giving feedback?

Is there a proven way to give negative feedback politely and professionally?

If you want answers to these questions and more, keep listening.

Are you getting ready to assume an executive role in your organization

and are a little bit tentative about expectations, your daily mindset,

and the different behaviors you're going to want to consider? Well, whether you're a new executive or not, our founder, Mark Horstman,

can expand your expertise. We have a solid five-month executive coaching program to help you

move the dial. All coaching engagements are prefaced with a discovery call so that you and Mark can

determine how we can help.

For more information, contact Maggie by emailing customer service at manager-tools.com for more information.

Step two is about describing behavior.

We've discussed.

We know what behavior is now.

It always begins with the most important phrase of the model, when you, when you. When you, when I am teaching this model to people is the thing I most often have to correct. By starting the sentence this way, you will encourage yourself and them to focus on their behavior. I also find it helps

to limit the manager telling the story around it to give the details. And frankly, when you do

...