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| Date post: | 10-Jun-2015 |
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Tiger Woods, the great golfer, knows it. Michael Phelps, the Olympic swimmer knows it. President Obama preparing to give a speech knows it. The 11 year old prodigy knows it. Even the 10 month old baby that wants to learn to walk knows it. Your must practice to become talented. Tiger Woods, as an example, take golf balls into a sand trap, step on them to bury the balls. He will practice hitting this shot to increase his skill. During a year’s worth of tournaments Tiger might only need to hit that shot 2 or 3 times out of the whole year. Since he’s practiced the shot so many times, he knows that his likelihood of success in hitting the shot well is very high. He’s ready for the moment because he’s practice. So, how are you “practicing” to be a good leader?
You have one shot to have the greatest impact on the employee. Your message has to have the correct amount of content. Your tone of voice and cadence of speech must be perfect. The environment – where you are standing/sitting, the space
between you and the employee, etc. – must be conducive and reflect/reinforce the content of the message.
Your mannerisms, you facial expressions, your energy level, all must be in perfect harmony to reinforce the message.
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The reality seems to be that leaders just work and “practicing” isn’t thought about as a way to increase leadership impact. One key leadership activity is to provide feedback to employees. Are you prepared at any given moment to deliver a key feedback message to an employee perfectly the 1st time? Consider. . .
Being prepared to deliver feedback messages takes practice.
When its game time and your called upon to deliver that critical feedback message – positive or negative – will you be ready?
Will you have practiced enough to know that your likelihood of success is very high?
The next section will provide an outline on how to prepare for and deliver feedback for a performance review that creates practice time.
Take special note of the following 2 steps: “Preparing to Deliver Feedback” and “Reflect and Analyze”. These are the practice loops.
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Collect data Review recent conversation notes Review/assess metrics and goals
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Draft general themes of performance Draft key strengths Draft key challenges Develop a detailed script for delivery Ponder – for 30 minutes how the employee
will receive your messages Revise strengths, challenges and script Practice delivery script Refine delivery script Practice delivery script
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Setup the environment for optimal delivery Follow your script Emphasize key areas of improvement
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Replay the delivery, slowly ◦ What worked well◦ What messages took hold◦ How did the employee engage◦ What, specifically, in the script could be improved
Make notes in your journal on what you learned from the delivery experience
Close your eyes and replay parts of your delivery using different words, expressions.
Make additional notes in your journal regarding your retakes
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A leader’s role in delivering feedback is not about the employee’s perception of self as much as it is about the leader’s wisdom as he looks upon the behaviors exhibited by the employee and opportunities for growth. Sharing that wisdom creates the opportunity for the employee to truly grow.
