In a recent article for the July edition of The Ken Blanchard Companies’ Ignite! newsletter, senior consulting partner Ann Phillips describes three types of conversations managers need to master—goal setting, feedback, and one-on-ones. One element within the feedback conversation—redirection—tends to be especially challenging for managers. It focuses on those times when a manager must provide…
Dear Madeleine, I lead a business unit in a global services company. Our sector is highly competitive and it is “go go go” all day, every day. Our company recently instituted an internal survey designed to measure employee experience and asked business units and departments to give feedback on each other. Our business unit got…
Dear Madeleine, I am a trainer in a call center. It is fast, loud, and chaotic—and I love it. I take total newbies and train them to start at the most basic levels. Once they leave me, they go on to other trainers who train them in more specialized work. They all have managers who,…
Dear Madeleine, I manage a large team in Silicon Valley. My peers and I recently went through a 360 degree feedback process and I received a big report with everyone’s opinion about how I can be more effective. The feedback was fine; nothing too negative. Here’s my problem. I know I need to work on…
Dear Madeleine, I run a small team for a large nonprofit. One long-term member of the team really knows the ins and outs of the organization and can be really helpful. The problem is, he does a couple of things that drive everybody crazy. He often decides to do things—presentations, publications, project plans—differently from the…
Dear Madeleine, I am a VP of international sales in technology. We are a fast-paced and very lean startup, so we barely have any HR department and no employee manual yet—certainly no one who can help me with this. I recently hired a young woman who is just great. She is smart, quick, she goes…
Most leaders and managers dread giving constructive feedback to direct reports. They are concerned that others will see the feedback as negative or critical of them as a person. A core concept of The Ken Blanchard Companies’ Situational Leadership® II model can help leaders and managers get over this hurdle by making sure that feedback…
This Blanchard guest post is by Certified Professional Coach Antonio Estrada. I once conducted interview-based 360-degree assessments with three executives in the automotive industry. Coming in as a third party consultant, I perceived a cautious skepticism from the leaders under review. I decided, right at the onset, to create an environment conducive to their learning from…
Dear Madeleine, I work in an open environment type of setting, and for the most part it works. I manage a large team and I recently hired a new team member. She interviewed well and had great references, but now that she is settled in she never shuts up and we are all going insane.…
In my mind, nothing opens up possibilities for personal and professional growth more than receiving honest observations from a colleague, friend, or family member. However, I realize this sentiment is not widely shared. Ken Blanchard likes to say “Feedback is the breakfast of champions.” But if this is true, why is this meal avoided by…