Welcome to Manager Tools. Today's topic, the feedback continuum.

Today Mark and I talk about the entire system of Manager Tools feedback,

starting with the starter feedback model all the way through to systemic feedback. Here we go. We had asked all the time how to help managers solve problems they're facing and

You tell me if you if you think otherwise but the most frequent question has got to be the manager who is having problem with

their directs poor performance. That's it right we get you know career related

questions but it's but generally it's like I kind of direct he's got some responsibilities

He's not doing them and I can't get him to do them. What do I do? Yeah. Yeah. I think you're right. I think it's I don't know that people who ask would say I've got a problem with

feedback I think the vast majority managers just don't know what to do and and who

can blame them we don't teach you. Nobody teaches management. It's not like

chemistry. It's not like differential equations or comparative government. There's

no class in it. And of course our answer is feedback, right? But lots of managers who ask us don't know about it, or they know about it through us, or perhaps some other method, but they don't like feedback, right?

They don't want to do it look we have managers

posting on the forums who have been doing so for a couple of years I mean they've been in our

forums for a couple of years I can't imagine if they've been listening to our shows that they

don't know about

our belief in feedback and the concept of having regular performance communications

with your directs and they bring up problems that are clearly situations for feedback,

and they don't seem to get it, or they don't use the feedback system.

Now, look, that's okay. It's completely okay not to use our model. It's not okay to do whatever you're doing to not get results and then not go out and research other things or change your behavior in order to get the results you want, right?

Right. So, it's frustrating. We don't want to be the end all and be all of management thinking and ideas. We really don't. We're happy if ideas come from

somewhere else that work. What we're about is making, you know, help a managers be

effective. Good. So today's cast is a way to give us all a system for thinking about feedback and I really say system because we're talking about

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