|
|
Like this article? PLEASE +1 it! |  |
|
Management Technique: Reverse Feedback
| Guest post by: Donna Flagg |
Article Overview: Managing people can be a challenge, especially when you’re new at it. But it’s even harder if and when your goal is to inspire people to want to do something in lieu of making them feel as though they have to. We all know that the quality of the end result is far better when people are interested in what they are doing and care about the outcomes they produce. So why is it so common for so many managers to fall back on the old, ho-hum hierarchical management model of, “Do it because I’m the boss?” These are remnants of stale power structures which carry assumptions that bosses get things done because they “say so.” At its best, it’s a highly unimaginative and weak approach to managing people, and at its worst it’s ignorant.
 |
Free Download - The Difference Between Managers and Leaders is A Lot & Not Much By Donna Flagg |
Management Technique: Reverse Feedback
Managing people can be a challenge, especially when you’re
new at it. But it’s even harder if and when your goal is to inspire
people to want to do something in lieu of making them feel as though they have
to. We all know that the quality of the end result is far better when
people are interested in what they are doing and care about the outcomes they
produce. So why is it so common for so many managers to fall back on the
old, ho-hum hierarchical management model of, “Do it because I’m the
boss?” These are remnants of stale power structures which carry
assumptions that bosses get things done because they “say so.” At its
best, it’s a highly unimaginative and weak approach to managing people, and at
its worst it’s ignorant.
What I like to do, which has served me extremely well over the years, is ask
for reverse feedback. As managers, we constantly have to tell people how
they are doing, for better or worse, and give them the information they need
about themselves and their performance to keep them moving forward. But
what about your performance as their manager? Not from your boss’ perspective,
but from the point of view of the persons who you are trying to affect.
In other words, how are you supposed to be effective if you don’t know what
effect you are having on the people who report to you?
So ask the question. Either in general or as a debrief to a specific
project, “How do you feel about the way I handle/manage (or handled/managed)
you?” In other words, “How does the way I am, work with the way you are
during the course of us trying to do our jobs?”
Try it. You won’t believe how much respect you get for having the courage
to put yourself out there like that and it’s also a major relationship
builder. But more than that, you actually have the information you
need to get the most out of your team in a positive and constructive way.
You Can't Sell Anybody Anything… Until They Discover They Want It!
Sales Training London: You Can't Sell Anybody Anything Until They Discover They Want It
Are You Being Reverse Recruited?
Counselling Employees To Build on Strengths
Advanced Closing Technique
Shift into Reverse
How to Determine if Your Sales Process is Effective
Help Me Keith: My Feedback Makes People Defensive!
How Appetizing Is Your Feedback? (How to Motivate Your Team with Positive Communication)
E-mail Tip #2 - E-mail is Not a Conversation
The Bookend Process of Engagement
Basic Feedback Should Be BASIC
How a Strategic Sales Management Process can Increase your Profits
Brevity and Clarity
The Simple Top Management Skill and Technique youve got to Have
Managing Change By Listening Hard to Feedback
Employee Success 7 Ways Feedback Works
5 Ways to Use Your Blog
Management styles for Gen-X and Gen-Y
Reverse Mentoring and the Leader-Follower Theory
Article Tags: compatibility, div, end result, endif, fareast, footer, gte, managing people, mso, orphan, paper source, style definitions, style name, times new roman, xml, zoom
|
About the Author: Donna Flagg RSS for Donna's articles - Visit Donna's website Donna Flagg spent over 15 years in business before founding The Krysalis Group, a consulting firm specializing in management, marketing, training and sales and their respective relationships to business results. Her management career began in sales at CHANEL, and before branching out on her own, she spearheaded a new training function within the Investment Banking Division at Goldman Sachs. After earning a BA from Rutgers University and gaining experience on the front lines of Corporate America, Donna went on to attend New York University's Graduate School of Education where she obtained a master's degree in Organizational Development and Human Resource Management, and a post graduate degree in Business Education. She has also been a speaker at City University of New York (CUNY) and New York University through Stern Business School and Delta Pi Epsilon, a national honorary professional graduate society in business education and training. In addition, she speaks at various conferences including those conducted by The Business Leadership Network and The Conference Board, where she was also on the advisory committee for the Enterprise Learning Strategies Conference. For her communications expertise, Donna was invited to be a host at the Liz Claiborne Leadership Offsite to discuss branding during their "Progressive Dinner" event and more recently, a speaker at the Inc. Leadership Conference in Dallas, TX. Donna is the author of Surviving Dreaded Conversations and is blogger on Pyschology Today and The Huffington Post. She is frequently featured in the press for her workplace expertise in outlets including CNBC, the New York Times, WOR, and XM Satellite Radio. Donna currently sits on the Board of Directors of the Randy Foye Foundation where she actively participates in its mission to assist children and families in Newark, NJ. Click here to visit Donna's website   Tips on Creating Surveys to Measure Employee Satisfaction HR Departments Need Business Acumen Too Scaling Efficiencies and Reducing Redundancy by Connecting People with Products Sales Training 101 Strategic HR Plans Integrating People and Business |
Related Forum Posts
No B.S. Time Management
- A great book I read on Time Management is No B.S. Time Management for Entrepreneurs by Dan Kennedy.
Re: How Important is Feedback in eBay?
- Feedback is VERY important to me when purchasing on eBay and similar sites. If they don't have several transactions and a 100% feedback (or close to it) then I most likely will not purchase from them.
Subject Line Etiquette
- For myself, it's not so much "etiquette" as common sense.
If you're emailing someone with a business offer or to strike up a relationship, you do not put "Hello" or "Hi" or something cryptic in the subject line.
You make it clear what your email is about - just as you would on a message board.
So instead of "wff" for example, the guy who emailed me a couple of days ago should have said, "Feedback on Your WFF Article" - so that I would have known what it was about without having to look at it and try to think...
Which kind of industries are you interested in?
- Ecological or E-business or Investment or Finance or Management or Non-Profit or Retailer or others.
HRPreneur
- Hi everyone,
I am new to the forum and I recently started my own Human Capital (HR) consulting firm called HRPreneur Inc. HRP focuses on making human capital a strategic differentiator for SME's.
Below is a summary about HRP;
Who We Are:
HRP is a Human Capital consulting firm with 30 years of experience that becomes an extension of your company by providing a full array of services to help you create a highly engaged workforce focused on achieving strategic results in order to build a long lasting great company!
Mission:
HRP provides small and medium sized businesses a Strategic HR Business Partner to increase employee engagement, resulting in cost savings, increased productivity and results at an affordable rate!
Vision:
To inspire and warrant SME's reach their full competency!
Cost Effectiveness:
We provide over 30 years of experience at a fraction of the cost at a strategic executive HR business level
You will save between 50% to 60% in costs per year on salary, bonus, benefits, training, office space alone
We will provide you additional cost efficiencies through our services
Services:
• Strategic Human Resources Planning
• Organizational Redesign
• Change Management
• Organizational Culture Development
• Employee Engagement Programs
• Leadership Assessment and Development
• Compensation Design
• Talent Acquisition
• Assimilation and On-Boarding
• Performance Management
• Talent Management & Succession Planning
• Human Resources Due Diligence
• Human Resources Audit
• Full Service HR Outsourcing
Share this article with your friends. Fund someone's dream.
Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva. Over $50,000 raised and counting - Please keep sharing! Learn more.
by: 
Best Automated Forex Trading Strategy
Build Your List with Joint Venture Giveaway Events
May 2012 Top 100 Social Media Experts to Follow on Twitter
What to measure to be phenomenally successful in business
10 mistakes of media relations
Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!
What Is The Foundation for Your Vision?
Selling On Ebay The Good The Bad And The Ugly
Why We MUST Reinvent The Wheel
Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.