March 8, 2016
Receiving feedback in the workplace isn’t always easy. Sometimes it can be hard to take constructive (or negative) feedback and turn it into a positive response. If you have received feedback that was not up to your expectations, the last thing you want to do is cause an emotional outburst. Here are some top tips on how you can control yourself with negative feedback, avoid confrontation and utilize feedback to become a better employee.
- Let your boss express his or her ideas fully: always be sure to let your boss finish what she/he is saying and do your best to understand what is being said. Paraphrasing exactly what you are being told and making sure to let the other person finish is very important. This way you can demonstrate that you’ve heard their opinion and that they had full opportunity to express their opinion.
- Always evaluate feedback: Looking for particular reasons for a particular feedback you got is important. Be sure to look at the situation and examine some of the underlying aspects. If your boss has expressed feedback in an emotional outburst, for example, you may want to consider some of the other factors like he/she being under overwhelming pressure from management or poor conditions at home.
- Keep yourself in check: Responding to feedback with a negative response can put your job growth prospects in danger. Be sure to keep yourself in check with your nonverbal responses and with the emotion in your voice.
- Work to alter behavior: the only way that you can use negative feedback is to work at altering your behavior. Use feedback to find workplace goals and then avoid certain behaviors to become a more effective employee.
- Don’t be afraid to ask for clarification: If you are unsure of the specifics of negative feedback be sure to ask a number of clarifying questions on how you can improve or specific actions that you are doing that could be causing inefficiency. A good boss will be able to identify a number of alternatives to your behavior or to your workplace practices.
Use these top tips when receiving feedback from your boss so that you can use it to the fullest extent.
March 22, 2015
Don’t get stuck on design without looking into user experience
Don’t start refinement too early or else you may miss out best solution
How random data can be interpreted depends upon experience and creativity
Always remember, keep is succinct as much as possible
Credit pictures – Internet. If any of the above shared image is owned by you, please send me complete info and source of image, I will gladly mention credit on this page.
June 17, 2008
When a team outgrows individual performance and learns team confidence, excellence becomes a reality. – Joe Paterno.
Who else can say better than JoePa? He is absolutely correct, but key thing is outgrowing individualism. When a team is motivated to work together, everything seems possible and there is quite a different feeling. I have been blessed to work with some of the best people who knew how to empower team and have experienced how team’s common goals produce stunning results.
Very first thing is to cultivate the trust in the team. If there is no professional trust among group members, team will never perform at par.
We have to be little bit open to our team members (my own perspective). if we become totally professional by delegating tasks and demand results with ‘paid for the work done’ attitude, team will not work. You got to use some emotional intelligence, you got to connect with the employee.
Next, you being the boss, have to guide and empower the team. Every team member comes with unique skills, personality, objectives, understanding. You got to know who needs direction, and who needs nod; who needs to be left alone and who should be slowing down. Check Situational Leadership II post on my blog. You are the one who will make things happen through this dynamic team.
Thanks for reading and I welcome your comments how you made your team perform above expectations and what factors were important to you.
February 1, 2008
There are always some special people in teams who are very much techie, creative and loaded with specific knowledge. Lets call these employees creative people in this post.
These creative people provide tremendous value to organization through application of their knowledge and expertise. These really smart and creative people need nurturing environment and motivation. When leading these creative people, keep in mind that they may–
think they know more than anyone (or know everything);
do not want to be led (know what, how and why);
do not want to follow the process (think its bureaucracy);
want to discuss the solution with higher authority (by-pass chain of command);
expect people to come and ask for help (until then they keep quiet);
show their exceptional knowledge in group meetings;
become poor listeners and jump to solution (feel they know problem already);
dislike to say thank you for any assistance;
feel attached to the solution they offered (won’t accept alternate);
stop contributing if ignored;
want praise and recognition (not always care about position);
want challenges and new things to work on.
Leading creative people require smart leadership. Smart leaders will help these creative employee contribute by creating environment where they feel valuable while making sure that other employees also flourish.
Smart leaders demonstrate their expertise and authority over creative employees quietly by not pushing them or by not showing them who is the boss. Smart leader also makes sure that they know what organization’s strategic goals and objectives are; but does not dictate how to achieve. These creative people can contribute beyond expectations when their leader becomes their coach-cum-mentor-cum-guardian.
Not all the points may apply in any given situation and there might be other examples as well. I am interested to hear your thoughts on this. Please leave comments. Thank you for reading and have a wonderful day!
January 15, 2008
I read many books in 2007 and one of the best that I want to mention here is What Got You Here, Won’t Get You There by Marshall Goldsmith.
This book is all about how successful people become even more successful. There are tons of books on leadership and management out there but this is something. In my case, book had very good title that got my attention plus it had Ford CEO Alan Mullaly
‘s recommendation on the dust jacket, I decided to give it a try. The book was a wonderful read, I read it very slowly enjoying each page filled with new insights and examples – just like I am sipping tea in early spring morning.
Sometimes people get to almost at top by dedication, integrity and excellent work, and then do not get there (to the real topand achieve greatness and may be fame as well). There are many factors contributing to get there but author has identified 20 habits that hold person from getting there. These are very common bad habits that cost a lot in long run such as – not listening, beginning conversation with ‘but‘, speaking when angry, playing favorites, etc.
Visit author’s website www.marshallgoldsmithlibrary.com for more info and free resources.
Here is link to the list of 20 bad habits identified in the book.
The beauty is the way author has explained these common habits and their impacts on others in organization is just like a sage speaking to you. I have heard from many of my peers and seniors who read the book on my recommendations, came to me and thanked me. I hope I get a chance to meet him personally and I would pass all those thanks to Marshall for writing such a nice book. If we are getting such an advice compiled in a book, its the best deal for your career.
I am glad that I read it and would recommend to all leaders, aspiring leaders and managers to read it with open mind and make our organizations more successful and in return we also grow with others. Let me know what you find out.
Thank you and have a great day!