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Leading During Uncertainty - Shared screen with speaker view
Russ Hill
43:13
Welcome in, everyone! Glad to have each of you here. About to get started…
Russ Hill
43:42
For those of you who’ve been with us before, welcome back! To those here for the first time today, welcome to our Leading During Uncertainty series!
Dillon Harrington
50:36
Insignificant
debby schlesinger-hellman
50:36
they lose trust in leadership
Krystal Holder
50:37
higher turnover
Sonia Dash
50:39
The team may feel undervalued and demotivated to look for innovative solutions
sturner
50:39
They stop sharing when they are are not heard
karen gayle
50:39
Team is frustrated, people feel dismissed and less productivity
Brian Scates
50:40
In my experience, people either get angry & louder, or shut down
Jennifer Bridgeford
50:41
Team members may not continue to contribute
Anita Doyle
50:42
My Leaders dont care about me. No trust
Alexander Padilla
50:44
angry
Adrienne Sigman
50:45
People that don't feel heard tend to stop contributing.
Lori Baldwin
50:47
If someone doesn't feel heard, they pull back and don't participate.
Andrea Ridgely
50:47
They tune out
Eric
50:49
shut down and don't engage
Anita Doyle
51:03
We loose great ideas
Alexander Padilla
51:06
they tune out and production suffers
Stephane Tziavaras
51:07
Negative closed door conversations
Lori Baldwin
51:09
The team is less successful.
Vanessa Huynh
51:18
The team falls apart and doesn't engage anymore.
Raul Martinez
51:22
Not valued
Lori Baldwin
51:53
The team might miss out on an optimal solution to a problem.
DAVIDE MERRINA
52:27
Hello everybody by Davide at KENNAMETAL.
Ron Paul, Ph.D.
52:47
Good to have you here, Davide!
Dillon Harrington
52:49
That's very good
karen gayle
53:36
beliefs
Lori Baldwin
53:37
Experiences
Dillon Harrington
53:39
beliefs
Vanessa Huynh
53:40
EXPERIENCES
Jennifer Bridgeford
53:42
Experiences
sturner
53:42
Beliefs
Krystal Holder
53:44
experiences
debby schlesinger-hellman
53:44
experiences
Roberta Murakami
53:44
beliefs
neil
53:45
Beliefs and Experiences
Andrea Ridgely
53:46
Experiences, beliefs and actions
Anita Doyle
53:46
Experiences
Linda Griffith
53:50
Beliefs
Nancy Hall
53:50
Beliefs
Anita Doyle
53:50
All
Summer McAfee
53:51
Beliefs
Tim Komar
53:54
Beliefs
Bob Jones
53:54
Beliefs, experiences, actions
Alexander Padilla
53:54
beliefs
DAVIDE MERRINA
54:19
BELIEFS
neil
54:43
Listen
sturner
54:46
Change the experiences
Lori Baldwin
54:47
Ask them
Andrea Ridgely
54:50
ask and listen
Adrienne Sigman
54:51
Seek Feedback and Listen!
Brian Scates
54:51
ask them questions
Dillon Harrington
54:52
Communication
Jennifer Bridgeford
54:52
Ask
Karol Pelletier
54:55
Ask them
Bob Jones
54:58
empathic listening
Brian Scates
54:59
open-ended questions
DAVIDE MERRINA
54:59
LISTEN AND TRANSPARENT BY ASKING
debby schlesinger-hellman
55:04
include, ask and listen
Alexander Padilla
55:06
ask and listen then take action to change
Nancy Hall
55:11
Conversation rather than mandates
Tim Komar
55:11
Listen and observe
Krystal Holder
57:07
because most people don't know how to give it in a healthy/productive way
Chad Rawlings
57:11
Its delivered in a negative way
neil
57:13
Criticism
Andrea Ridgely
57:13
perceived as criticism
Brian Scates
57:15
it can be delivered poorly. Words matter,
Lori Baldwin
57:18
Typically, feedback given is negative.
Jennifer Bridgeford
57:18
Fear of critisism
Stephan Brandt
57:19
It's usually negative!!
Zaidee Laughlin
57:20
we have experienced it always being negative
Staci Albenesius
57:24
we aren't ready to hear it
Lori Baldwin
57:28
Positive feedback might be good once in awhile.
Bob Jones
57:30
when no relationship exists, cannot give feedback without relationship
DAVIDE MERRINA
57:33
It depends how the message shall be delivered
Dillon Harrington
57:34
Criticism isn't always desired, it can come off offensive if communicated improperly
Mary Hoey
57:34
in front of other people
Summer McAfee
57:46
Feedback is not specific (is hard to act on)
Lori Baldwin
57:51
<sorry, gotta run>
Bob Jones
57:52
Oh no
amandater
57:54
Coaching implies something negative. We use "feedback" instead
Raul Martinez
57:58
Unable to translate the input to how they can improve themselves
Tim Komar
57:59
Challenges one's deeply held beliefs and mental models. Can be hard to hear
Adrienne Sigman
58:02
It's usually delivered when something has gone wrong.
Brian Scates
58:10
need to have an existing relationship in order to really hear it from the other person
Lori Baldwin
58:22
We are accustomed to the negative so we are ready for it.
David Gloude
58:31
We think "silence is golden"...but it's not
Roberta Murakami
58:58
Managers are not able to take the feedback without taking it personally
Lori Baldwin
59:13
I agree, Roberta.
Roberta Murakami
01:00:14
the staff is then labeled as negative and not a team player
Roberta Murakami
01:01:00
The staff is then labeled as "not a team player"
Zaidee Laughlin
01:03:02
And people tend to downplay the appreciiative feedback they get as well.
Stephane Tziavaras
01:03:20
It is about mindset and getting in that headspace when doing this
Roberta Murakami
01:03:45
Ron, I agree
Andrea Ridgely
01:04:05
I prefer to separate appreciative and constructive. Many people, when they hear appreciative feedback, are conditioned to wait for the other shoe to drop.
Soana Grieder
01:04:09
My supervisor models this really well and it tells me that they are listening and thinking about what I'm saying.
DAVIDE MERRINA
01:04:34
Do your remember what Mr Lee Iacocca told to his assistant ? Why must I say thanks when people do their job.
Zaidee Laughlin
01:04:50
I agree, Andrea
Zaidee Laughlin
01:07:27
have my body language communicate that I am fully listening
Andrea Ridgely
01:07:38
When we say, "Thanks for the feedback", we open our arms. It makes people laugh and seems to make it easy to give feedback and to hear feedback.
sturner
01:07:38
Start to actively listen for real
Brian Scates
01:07:59
make time to listen
Stephane Tziavaras
01:08:05
Andrea, I love that
DAVIDE MERRINA
01:08:06
restart meeting the team face to face.
Vanessa Huynh
01:08:51
Make sure you give the person the time to talk. Do not interupt them.
amandater
01:09:16
If youi're asking your employees to acknowledge the feedback you're giving. we need to achnowledge their feedback as well.
Chad Rawlings
01:10:43
Ask further questions when you get feedback. Why is ___________________ important to you? How has it impacted you? The team? What recommendations would you make to make it better?
Roberta Murakami
01:10:52
how would you give feedback when the managers feelings always get hurt even when you give appreciative feedback.
Dillon Harrington
01:10:58
Did Ron say it lol
Dillon Harrington
01:11:15
jk buddy 👍
Zaidee Laughlin
01:12:24
laundry lists of constructive feedback shuts things down. Pick the top one or two constructive points and get those sorted out
Zaidee Laughlin
01:12:34
yourself
Andrea Ridgely
01:12:46
To myself!
Roberta Murakami
01:13:27
thanks Zaidee
Andrea Ridgely
01:13:32
I even give feedback to my CEO so no fear here!
Roberta Murakami
01:14:06
thanks Andrea
Producer Justin
01:14:07
Use the link below to register for Accountability Builder® Elementshttps://hubs.ly/H0qFvQt0
Chad Rawlings
01:14:19
This is an amazing session folks!
Soana Grieder
01:15:06
So good! Thanks team!!
Lori Baldwin
01:15:14
Thank you!
Dillon Harrington
01:15:17
Great job thanks
DAVIDE MERRINA
01:15:18
Thanks all.
sturner
01:15:18
Thanks
Roberta Murakami
01:15:20
mahalo team
Soana Grieder
01:15:22
Great job, Ron and Jenny!
DAVIDE MERRINA
01:15:25
Grat jobs.
Linda Griffith
01:15:44
1st I attended I did enjoy good presentation
Producer Justin
01:16:22
Thanks for attending Linda!
Producer Justin
01:16:34
You can use the link below to access our past live online sessions:http://www.partnersinleadership.com/explore/webinars/
Producer Justin
01:18:13
If you would like to read more on feedback we have recently published an article on getting better results through feedback.https://www.partnersinleadership.com/insights-publications/want-better-results-get-more-feedback/