Toward the end of the new manager podcast, there is a mention of starting affirming feedback after 30 days, and delegation after 60 days...

This seems to counter the advice to do nothing...

Did I misunderstand something?

jhack's picture

Here's the drill:

Start one on ones right away.
After 30 days, start with [i]affirming[/i] feedback.
And after 60, coaching.

It's not that you do nothing, but rather that you don't start changing processes, org charts, etc, in the first 90 days.


HMac's picture


If you've ever experienced the typical "new boss syndrome" where the new guy comes in and spends all his time telling you why he was so successful at his previous job, you'll really appreciate the impact this approach will have on direct reports!

You probably know the old saying (I think M/M have referred to it) that "when you're in a hole, the first thing to do is to stop digging." I think of this approach as "Don't dig the hole in the first place!"

akinsgre's picture

Thanks John & HMac

I think the coaching after 60 is a little questionable for me.

I'm not questioning the advice, but thinking that coaching for me usually starts with "How can you improve?"

And I think my current reports hear that as "you're doing something wrong and need to change".

I don't want to make that mistake in my next position.

And I'm guessing that my approach to coaching is wrong, by being too assertive.

ctomasi's picture

While coaching is about helping your directs improve, try taking a different approach. I always start with something they can grasp easily. Being from Wisconsin and everyone on the team is a Green Bay Packers fan, I like to say "Brett Favre had a coach."

Everyone can improve on something. We're not all superstars in every field. In some cases, yes, you want to improve deficits and in many you are trying to raise the bar and get them ready for "the next thing". We all know the business place is a dynamic environment.

One phrase that seems to come up a lot is "If you you're not improving, you're standing still - and if you're standing still, you're falling behind because others are improving."

If you're starting one-on-ones right away, it shouldn't take more than four of five weekly meetings to gather some development areas and in 60 days start coaching. Trust me, most people want to improve and appreciate the attention/help. Wouldn't you?

I hope that helps get them motivated.