Feedback Wording Examples Help!

Submitted by Peter Hiebert
in
Manager Tools Trinity

Hi.  I am new to MT and have listened to the Trinity.

One on Ones have been implemented, are working and well received.

I manage a branch of over 50 full time staff, mostly project coordinators who have many project balls in the air, some small and some large.  The branch is broken into 3 project coordination departments by skill set based on product knowledge, 1 sales and estimating department, 1 sales desk and some admin staff.  Each department team leader reports directly to me.

Feedback is where I am stumbling. 

My staff are very open to feedback and I have never be told that they don't want feedback.  I am having no trouble asking for permission to give feedback and no trouble defining the "When You, do......" step.  The next step of "this is what happens" is causing me to stumble and say "ah" while I am giving this level of feed back.  It seems I am grasping more when I am giving positive feedback then when I am giving adjusting feedback.

Mostly I am having difficulty adjusting my positive feedback for the different personality types in the DISC model.  More specifically can someone help me with the hot buttons for each personality type? 

For example: When You: Take on step-out projects and knock them out of the park by providing the project on time, accurate and bring to the company improved business process:  This is what happens: ?

What would be the hot button for the D versus the I Or the C.

I have listened to the DISC models and am still stalling at this point.

If someone could please point me to more resources or give some feedback it would be appreciated.

Peter Hiebert.

 

Submitted by BJ Marshall on Saturday April 11th, 2009 7:24 pm

Peter,
Kudos to you for doing one-on-ones and being willing to give feedback. You're already above 90% of managers!!
Giving feedback based on someone's DISC profile is a great thing to do, but it's important to master the basics first. Keep it simple, at least until you get used to it.
The "piling on" stage doesn't need to be very piley to be effective:

  • "When you give me a report early with no errors, it really makes my job a lot easier. Thanks!"
  • "When you ask who will do what by when, you help the team stay accountable. Well done!"
  • "When you're late to a meeting, here's what happens: You keep people waiting. Can you do that differently next time?"
  • Or, to take one from Mark, "When you don't show up to meetings, I get e-mail."

So, for now, try KISS (keep it super simple) instead of DISC.
Please keep up posted with your success stories.
- BJ

Submitted by Mark Horstman on Saturday April 11th, 2009 8:24 pm

Peter-
Bj's right...you're probably just trying to do too much.  From now on, go for BREVITY. We have a sample at the conference where I challenge the group to deliver steps 2 and 3 in seven words.  That's it - just 7.
Let's take a look at your example:
For example: When You: Take on step-out projects and knock them out of the park by providing the project on time, accurate and bring to the company improved business process:  This is what happens: ?
First off, I'd shorten the step two you've got.  Hitting something out of the park isn't behavior.  This probably seems like overkill, but I've seen metaphors and simliles and impressions creep in to many managers's deliveries, and it's not a good way to be going.  I also don't understand why "improved business processes" is in step 2...that's surely a result, right?
So let's rework it:
When you deliver a volunteer project on time and budget....
10 words, versus your 28.  A good start.
What might I say for step 3?
I appreciate it.
it makes my job easier.
it reminds me how good you are.
it reminds me that you can do more.
it helps us deliver more in the future.
it makes future work easier for the customer.
the customer loves it.
the customer TELLS me they love it.
I get to hear the VP say thanks, and tell him it was you.
I make a note of it for end of year reviews
I look forward to our one on one where we can talk about how well it went.
 
Notice that in step 2 I was rigorously BEHAVIORAL...but in step 3, I get to be more expansive.  Results/impacts NEED NOT be behavior.
Brevity.
Hope this helps!

Submitted by Peter Hiebert on Sunday April 12th, 2009 10:45 am

Gentlemen Thank You.
After reading your responses and upon reflection, you are correct, I am piling on.
New pattern starts Monday.
It's So Simple! :)
Best Regards,
Peter Hiebert.