Episode 153 – How you do feedback right

In the last episode, I talked about how “volunteered” feedback needs to be invited.  However, there are times when feedback is an official process between manager and employee.  Listen in as I discuss how often and how to deliver the best feedback to produce the best results. Other podcast episodes mentioned:  Have you been invited to give feedback? and Are you an A, B, or C player?
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Episode 151 – Having the hard conversations

There are all sorts of hard conversations we need to have at times: You aren’t doing enough. Your results aren’t good enough. What you’re doing offends others. No (in response to a request). You’re fired. None of those topics sounds like a fun conversation to have, so we tend to avoid them. Listen in as Dawn Shuler discusses the costs of not having those conversations, and how to actually have them with grace and a positive (for the most part) outcome. Other podcast episodes referenced:  Are you purpose-driven?, Forward motion, Standards and boundaries, Co-create
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Episode 149 – Empowerment does not mean perfection

As a manager, you’re expected to manage others, as well as do your own job.  If you’re responsible for an entire team or department, how do you make sure your staff delivers results? Do you micromanage? (No.)  If you empower people to do their jobs, what if they make mistakes? Other podcast episodes referenced:  Are you an A, B, or C player?, Right people in the right seats, and 10 traits of effective leaders
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Episode 147 – Don’t make me hunt you down

When a problem occurs that affects your customers and clients (and no organization is perfect, so you’ve definitely experienced issues), do you take initiative and reach out to your customers?  Or do you wait for them to hunt you down?  You may have all sorts of reasons for not wanting to broadcast a problem, but is that really in your customers’ best interests? Listen in as Dawn Shuler discusses a recent experience where she had to hunt down an organization to solve her problem, as well as examples of positively taking initiative, even if it meant the potential of a
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Don’t Just Say Something…Stand There!

I call it therapist mode.   In therapist school we called it “active listening,” meaning listen to understand, not necessarily to comment.  And, if necessary, in an opportune moment repeat what they said back to them so they KNOW you were listening.   One of the credos that stuck with me when I was involved with the Red Cross Disaster Mental health Division was, “Don’t just say something…..stand there!” In other words: don’t talk, just be present and listen.   In any crisis people want to be heard, not given advice, sympathetic prose, or anecdotal stories about how the same
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Episode 142 – Do I say something?

Since we are proponents of a strengths-based workplace and culture, we firmly believe in employees working and playing to their strengths.  We also recommend a collaborative communication and feedback model where employees ask for and constructively receive feedback, and managers productively communicate and give said constructive feedback. That being said, what happens when an employee plays to her strengths and takes initiative when her manager is too overwhelmed to notice? Does she say something? Does she point it out? Listen in as Dawn Shuler recounts an actual experience with a client and their recommended solution. What would you recommend? Other
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Episode 140 – Interview with Jenny Podewils, co-founder of Leapsome

Listen in as Dawn Shuler interviews Jenny Podewils, co-founder of Leapsome, a company devoted to feedback, employee engagement, and individualized learning. We had a spirited discussion on the challenges that many organizations face (lack of alignment, speed of learning, and organizational health and culture). Some great soundbites:  “Feedback is the accelerator for leadership effectiveness” and “Feedback is the basis of all learning.” And, of course, we talked about the Coronavirus and how her company is dealing with it as well as how their clients are handling the new normal.  (Hint: there are some fantastic suggestions, especially with regard to teleworking
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9 Questions You Must Be Asking Your Employees

The Coronavirus pandemic is affecting our lives in every aspect, and we are experiencing a “new normal.”  At some point things will get back to normal, whatever that is, but it will look different from what normal was a few weeks ago.  This pandemic is an intensifier and an accelerant, so that means we’re getting a “new normal” every week, if not every day.  Because of the rapidly shifting world, we don’t know how everything is going to shake out in the next two to six months, or a year. Some financial experts are predicting that if we’re not already
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Episode 137 – You must respond. You must communicate.

Now is the time that your customers, clients, prospects, and markets need to hear from you.  In the absence of communication, especially in these times, people turn to fear.  So, if you don’t communicate, then they’ll wonder what you’re hiding or what horrendous thing is on the horizon. What do you communicate? What is your response to this situation we’re experiencing right now? What do your customers, clients, employees, and staff need to know? What do they need to hear from you? What is changing? What is not changing? Listen in as Dawn Shuler shares what some other organizations are
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