Welcome Manager Tools.

Tools.

The bridge between feedback and coaching, part two.

Here we go.

This cast answers these questions.

What do I do when a direct doesn't know how to make a change?

How can I help a direct who needs more than feedback,

but less than coaching?

How can I give a simple guidance to directs

without a becoming a coaching process?

Well, if you want answers to these questions and more keep

listening. Last week we started to get into steps two and three which of course are

the heart of the model but we didn but we didn't completely get there.

So let's pick up back there again.

And steps two and three.

Okay, steps two and three are the heart of the model.

We tell the direct what they did, what their behavior was, and then describe the outcome of what they did.

If what they did in step two was effective, we liked it. It was useful. It created better results. It was what we needed.

It followed the process. Then the outcome that you state in Step 3 is positive. I'm happy. That helps us, saves money, improves profit, reduces waste, reduces cost, improves

throughput, tightens variations, anything, okay?

If what they did wasn't effective, okay?

Step three says, hey, here's what happened that wasn't good. You know, decreases results, doesn't meet standards,

...