How to provide some guidance or corrective input when feedback might be more than enough, or to ease a less experienced direct into a performance culture.
Sometimes you want to offer some guidance to a direct and think the Manager Tools Feedback Model is a little too much, a little too strong. There's a softer way. It's not strong enough to last forever, but it's a nice complement to the standard model and the Manager Tools Starter Feedback Model (There's a Cast For That).
This Cast Answers These Questions
- Is there a softer version of performance communication?
- What if I want to help a direct but not give feedback?
- Is there a version of feedback/performance communication for less experienced directs?
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