agent of arcadia

Posts Tagged ‘feedback’

Unconscious bias: Why every leader should avoid it and how

In Communication, culture, Development, Effectiveness, Inspire, Leadership, Learning, Organizational Development, Performance Management, Personal Branding on February 6, 2017 at 12:19 am

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Human beings are extremely judgmental creatures. Harsh but true. We make impressions on people, events and things, often within the first fifteen seconds of coming into contact with them. We form opinions and tell ourselves stories that become reality in our minds.

We often credit this to intuition or a claim to have good judge of character. Sometimes, we are right. Sometimes we are not. Sometimes, the judgment is tainted by our experiences, fixed ideas and unconscious bias.

But it’s the opinions we form and the stories we tell ourselves that can become dangerous. Because sometimes, just sometimes, even after we have become more acquainted with the person, event or thing, these opinions and stories stick in our subconscious, even if they prove to be false. We remain wedged in the bias.

Herein lies one of the fundamental flaws of the human psyche. And the workplace is no exception to this rule.

The thing is, managers and leaders are first and foremost humans and are not exempt from this. But to be an effective and fair manager, we want to separate ourselves from this pitfall and manage, inspire and lead without bias, either conscious or unconscious. So how do we ensure we don’t get sucked into the zone of stereotyping but instead embrace attributes that promote inclusivity and diversity?

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Five tips to prepare for a performance review conversation

In Communication, Development, Effectiveness, Performance Management, Strategy on January 16, 2017 at 5:46 am

A photo by Liz Weston. unsplash.com/photos/VWceV6QdwS8

It seems performance review conversations have earned a bad reputation. Many managers may dread them because they seem tedious and laborious, followed by endless amounts of paperwork and administration that need to be completed and filed. At least for another six months or so.

And you, as you sit on the other side of the desk, dread it, too. Perhaps because you can sense how arduous it is for them. So you simply want to get it over and done with. But performance review conversations are not just one-way lectures. After all, they’re conversations, not monologues.

So have you ever wondered how you can proactively make your performance review conversations richer to serve you better?

Entering a performance review conversation having prepared for one has its benefits. By preparing yourself for your performance review conversation, you set yourself up for success in various ways. You work towards ensuring mutual understanding of expectations between you and your manager, ensuring goal alignment between yourself and your role, the department and the business, highlighting your strengths for increased job satisfaction, then identifying opportunities for development and growth to feed self-fulfilment and a sense of achievement.

Whether or not you intend to strive to a leadership status, it pays to approach every performance review conversation with a view to extend and leverage your career. So let’s look at how you can do this.

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The value of feedback and coaching conversations

In Communication, culture, Development, Effectiveness, Leadership, Performance Management, Team on August 4, 2016 at 6:12 am

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Tesla Motors CEO Elon Musk said:

“I think it’s important to have a feedback loop, where you’re constantly thinking about what you’ve done and how you could be doing it better.”

The beauty of human behaviour is that we are constantly learning. No matter how old we are, or how advanced we think we are, we never actually stop learning. And feedback and coaching conversations are a way in which we can learn. After all, how else are we meant to know if we’ve done something wrong or right and then learn or evolve from it?

But feedback conversations seem to have a negative association. People don’t like giving them, having them, and lastly, receiving them. But why is that? When delivered effectively, feedback conversations can be the catalyst that steers your employees in the right direction, and can be transform your managers into standout leaders.

The first step to positively giving and receiving feedback is to create a culture of feedback. This means that it’s important not only that feedback be given in a timely manner, but that individuals have the courage and permission to elicit feedback.

So what is best practice in feedback and coaching conversations that have an impact on and drive performance? Let’s explore.

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Six ways to foster collaboration in the workplace

In Collaboration, Communication, Development, Effectiveness, Leadership, Performance Management, Team on September 15, 2015 at 2:59 am

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There’s a saying that goes: “Competition makes us faster. Collaboration makes us better.”

To attain and maintain a high performing team, sure, it’s important to feel an edge of competition. After all, a healthy amount of competition means you work extra hard to stay ahead of the game.

But competition breeds individualism.

And individualism is the opposite of collaboration.

And where competition encourages silos; collaboration breaks them down.

But we could learn a thing or two from the positive practice of a multi-active culture; a focus on people, connection, and relationships, even in business.

So it seems the focus has shifted. Where once it was about being the fastest in the industry and who could shine the brightest in the team; these days, it’s about putting all our strengths and talents into a collective pool and working together as a team for exceptional results.

Using the metaphor of the shining star, after all, one star can only shine so bright, but a collection of stars, well, you get the gist.

So we’ve come to realise that as a united front, a team can deliver so much more than just one individual.

And perhaps we’ve always realised it – we’ve only just started living and breathing it.

Collaboration. When did it get so popular? Or did it always exist under the pseudonym ‘teamwork’? And has it always been an utopian state most organisations and teams strive for but only a few succeed?

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Creative warriors unite

In Art, Communication, Creative, Design, Inspire, Learning on June 28, 2013 at 12:33 am

I’ve used that term before. The creative warrior. Why? Because being a creative, it can sometimes be a lonely world.

We’re the dreamers with our heads in the clouds. We’re the poets time forgot. We’re the dancers with music in our veins. We’re the producers for which life is a movie. We’re the visionaries no one gets. We’re the abstracts who see depth into everything. And let’s face it, until you are discovered, you’re just that other person who sees things differently from the rest.

But it’s the creatives who push boundaries, open avenues, trail pathways, and make you think.

And we make you feel.

So what drives us?

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