Eric Jacobson On Management And Leadership

Eric Harvey and Al Lucia wrote a booklet called,  144 Ways To Walk The Talk . They provide the following great advice about giving feedback: 1. Make it T imely  -- give your feedback as soon as possible to the performance. 2. Make it I ndividualized  -- tailor your feedback to the feedback receiver. 3. Make it  Productive  -- focus your feedback on the performance and not the  performer . 4.  Make  is  Specific  -- pinpoint for the receiver observable actions and behaviors.

Eric Harvey and Al Lucia wrote a booklet called,  144 Ways To Walk The Talk . They provide the following great advice about giving feedback: 1. Make it  timely  -- give your feedback as soon as possible to the performance. 2. Make it  individualized  -- tailor your feedback to the feedback receiver. 3. Make it  productive  -- focus your feedback on the performance and not the  performer . 4.  Make  is  specific  -- pinpoint for the receiver observable actions and behaviors.

There is an important difference between giving your employees  positive feedback  and giving them  praise . Positive feedback focuses on the specifics of job performance. Praise, often one-or two-sentence statements, such as “Keep up the good work,” without positive feedback leaves employees with empty feelings.  Worse yet, without positive feedback, employees feel no sense that they are appreciated as individual talents with specific desires to learn and grow on the job and in their careers, reports Nicholas Nigro, author of,  The Everything Coaching and Mentoring Book . So,  skip the praise and give positive feedback  that is more uplifting to your employees because it goes to the heart of their job performance and what they actually do. An example of positive feedback is : “Bob, your communications skills have dramatically improved over the past couple of months. The report that you just prepared for me was thorough and concise. I...

Eric Harvey and Al Lucia wrote a booklet called, 144 Ways To Walk The Talk . They provide the following great, simple and straight-forward advice about giving feedback: Make it  timely  -- give your feedback as soon as possible to the performance. Make it  individualized  -- tailor your feedback to the feedback receiver. Make it  productive  -- focus your feedback on the performance and not the performer. Make is  specific  -- pinpoint for the receiver observable actions and behaviors.

Eric Harvey and Al Lucia wrote a booklet called,  144 Ways To Walk The Talk . They provide the following great advice about giving feedback: 1. Make it  timely  -- give your feedback as soon as possible to the performance. 2. Make it  individualized  -- tailor your feedback to the feedback receiver. 3. Make it  productive  -- focus your feedback on the performance and not the  performer . 4.  Make  is  specific  -- pinpoint for the receiver observable actions and behaviors.

Eric Harvey and Al Lucia wrote a booklet called,  144 Ways To Walk The Talk . They provide the following great advice about giving feedback: 1. Make it  timely  -- give your feedback as soon as possible to the performance. 2. Make it  individualized  -- tailor your feedback to the feedback receiver. 3. Make it  productive  -- focus your feedback on the performance and not the  performer . 4.  Make  is  specific  -- pinpoint for the receiver observable actions and behaviors.

There is an important difference between giving your employees  positive feedback  and giving them  praise . Positive feedback focuses on the specifics of job performance. Praise, often one-or two-sentence statements, such as “Keep up the good work,” without positive feedback leaves employees with empty feelings. Worse yet, without positive feedback, employees feel no sense that they are appreciated as individual talents with specific desires to learn and grow on the job and in their careers, reports Nicholas Nigro, author of,  The Everything Coaching and Mentoring Book . So, skip the praise and give positive feedback that is more uplifting to your employees because it goes to the heart of their job performance and what they actually do. An example of positive feedback is : “Bob, your communications skills have dramatically improved over the past couple of months. The report that you just prepared for me was thorough and concise. I appreciate all the w...

Eric Harvey and Al Lucia wrote a booklet called,  144 Ways To Walk The Talk . They provide the following great advice about giving feedback: 1. Make it  timely  -- give your feedback as soon as possible to the performance. 2. Make it  individualized  -- tailor your feedback to the feedback receiver. 3. Make it  productive  -- focus your feedback on the performance and not the  performer . 4.  Make  is  specific  -- pinpoint for the receiver observable actions and behaviors.