I am struggling with negative feedback in one particular case where I see my direct struggling because he is not using a better way which I know exists. How can I effectively suggest this better way, while leaving my direct responsible of his new behavior?
Let's say my direct is a manager and he is not doing O2s. Given that his team is not meeting performance standards, my first response would have been to use the feedback model. But I have not figured out how to apply it with a behaviour that my direct does not do?
I then moved (mentally) to coaching, thinking about some general improvement goal. But I have not figured out how to state the coaching goal specific enough to solve the teams performance issue and general enough to allow my direct to come up with his own solution.
I then thought about rolling "DOWN" the trinity. Got the idea, I'm just not sure how it fits to the rest of the system. As a manager I am not supposed to "teach" the way my direct does his job. Asking them to do O2s seems to be just that.
How do you see this ? Should I just go ahead and impose? If I do this why would I not do for everything else where I "know" there is a better way?