While we expect managers to delegate, the biggest inhibitor of delegation is the inability of the Manager to give feedback to the subordinate. This is quite a deterrent, and most of the times the managers rather task themselves than to have the drudgery of feedback and facing push-back and resentment. These series will guide you through a process and some live examples of what can be done to delegate effectively and seek performance. #feedback #supervisory #manager #skills #delegating #delegation #leadership #raftconsultingIn the Second Part we discuss the six things to keep in mind while giving feedback. Task focus is most important. To add to this, empathy helps keep the relationship stable. Active listening is makes the person speak up and give clarification if required. #feedback #managers #activelistening #sincere #timelyAdversity is the true test of one’s integrity and character. In this pictorial is a representation of how one needs to address adverse feedback and how to respond effectively. While managers needs to be aware on how to give feedback, their reports need to be mindful as well. #reports #feedback #mindfulness #leadership #behaviour #raftconsultingThe last part of the #feedback series is that once feedback is given, goals need to be set, to ensure there is performance and productivity. In order to achieve an outcome of a feedback session PACT goals are essential. #goals #performance #leadership
