Leader vs. Boss: The Clear Difference for Growing Your Team!
The following leadership graphic shows the difference for motivating a productive team. A great leader achieves results that are long term. A “boss” achieves results that are short term. Also, a great leader doesn’t have a hard time recruiting people because word-of-mouth will spread about his leadership and motivational skills. On the other hand, the “boss” has a difficult time finding a “good employee” because of word-of-mouth about their poor leadership and relationship skills. Most likely, the boss has high turnover because they are not looking for the best in their employees. Bosses are quick to quick to find fault. Look at the following graphic to see the difference between a boss and a leader.
Motivational Quotes for Persistence
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How to Give Feedback That Empowers Your Team
Recently, I was watching a rerun of the successful television show, The Cosby Show. The patriarch of this professional family (He is a doctor and his wife is a lawyer.) played by Bill Cosby, was just told by his college-bound daughter that the boyfriend she brought home to meet him was really her fiancé. He was disappointed with the news. Disappointed not in the young man or what he did (he was a “maintenance engineer”), but in the way he was told about this engagement.
Mr. Cosby said that the way he was told was like taking a sizzling, delicious, robust T-bone steak and serving it on a garbage can lid. It’s not too appetizing. You know the steak is delicious, but would we really want to eat it? It’s not too appetizing.
I ask you, when you give feedback, do you make it appetizing for the receiver of the feedback? Or do you make your “steak” indigestible? We can be giving great feedback everyday and, unless we make it appetizing so others will digest it, our feedback will not acted upon.
The following are five techniques for making your feedback more appetizing:
- Prep for a Great Meal – Just as you would prep for a great meal, you should prepare to give feedback. Mentally go over the following:
- Is the feedback important?
- What do I want to accomplish with the feedback?
- Who are the persons I will be giving the feedback to?
- How will they take my feedback? How can I make my feedback more appetizing for them?
- How have they taken feedback in the past?
- Is there someone better I can enlist to “serve” the feedback?
Just as you would expect to produce a great meal, mentally expect to have a great feedback session. Take time to visualize the positive interaction and results by giving the feedback. Know that you will improve the lives of those you give feedback to and how you will accomplish your goals.
Note: Remember, all feedback, with the goal of improving another individual or situation, is positive. It’s when we are not receiving or giving constant feedback that situations turn negative due to misunderstandings.
- Timing Is All Important for a Great Meal - Make sure you are giving the feedback when it is needed. Giving feedback too long after there is need will dilute the “hunger” for the feedback. Giving feedback too early when there is no “hunger” for the feedback will allow your meal, your feedback, to go to waste and not have the impact on behavior that you need.
- Quality Ingredients Are the Start of a Great Meal -Be consistent every time you give feedback so that the person receiving the feedback will know what to expect. Be fair in your feedback. Also focus your feedback on actions observed, not the person. Or, as I say, “point to point, not person to person.” Use “I” statements.
Read the rest of the article at team.