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Good morning and Happy Monday.
I’m Monica Wofford and this is your Monday Moment.

In leadership, communication ranks right up there with developing others, coaching, time management, decision making, diversity, and emotional intelligence, as key leadership skills each leader must have or work on in order to be truly effective. (Worry not, each of those topics will all appear in future Monday Moments.) Yet, a couple in that list overlap squarely with the act of sharing performance feedback and appraisals.

Monday Moment leadership tip on communication during feedback and appraisals. Not a subscriber? Go to www.MondayMoment.com to sign up today!

People aren’t forms, they’re faces and how you communicate, especially about their paycheck or job and either’s prospects to continue or improve, MATTERS. 

Oh joy. Feedback and appraisals are such fun… said no leader ever. And, if you’re still using the sandwich method, stop. They’re not falling for it. This. Is. Important.

And what may be even more important, which is not in the video of today’s Monday Moment, is that HOW a leader communicates his or her thoughts, moods, and opinions about someone else’s performance ALMOST ALWAYS impacts how that person performs in the future and the length of time in which their time working with said leader, will continue.

It’s an important realization in all leadership scenarios particularly in the current workplace environment. The rest you WILL find on today’s video if you want to watch the Monday Moment instead. LOL. If so, Click Here)

With that in mind:

  • Communicate feedback
  • Share what will come next
  • Share what the consequences are for their misstep (if any)
  • and share what they can do to resolve their performance challenge, honestly.

Be sincere. Don’t leave them hanging. Don’t apologize –  unless you were involved in their challenge, and remain hopeful and personable without being fake.

Sound like a tall order? Not really when you stop trying to use a cutesy model or method to share something no one likes to hear. Even with bad news, if you’re open, honest, kind, hopeful, and genuine, you might at least keep the respect they have for you as a leader. And from that you can often build an even better rapport and relationship.

I’m Monica Wofford and that’s your Monday Moment.
See you next week for more talk on Leadership.

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