Too often the guidance we give and receive is vague or open to wide interpretation. Feedback like do better, this doesn’t work or you need to win this, as one of my teams was told this week, unsure if it was receiving a career threat or a commitment for support. If there isn’t a clear vision of what to do differently, or a shared understanding of specific changes to make, it probably won’t happen.
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Categories: Communication
Tagged: Feedback, Performance