COACHING Cristina Azinhal, Executive & Bussiness Coach PD Moz – Parcerias em Desenvolvimento
If you want improvements you have to talk. “Things don’t change, sometimes I end up doing the work of others for them to see. And even that doesn’t work out!”
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he feeling of frustration arising from our team not doing what it has been asked is one of the issues most common in the life of those who lead a team or a company. If we think how often we ourselves do the work of others in order to set an example while hoping that it will be repeated! And now think. How often did this miracle happen? How often do we so something hoping for others to imitate us? Regardless of how long the company exists, it is always the right moment to review and do things differently. I suggest the use of feedback as a tool to improve our satisfaction and the performance of our team. It is simple to use. We start with principle one. The past only has examples, nothing that has been done can be changed, unless it would be possible to return to the past and change things, which I think can’t be done, at least for now. So each day offers a new opportunity to start, restart, create, invent and do things better, or at least differently. Feedback is the act of me telling another person or myself what I can improve and how to do it, in case that person doesn’t know how to do it. Hence, let us imagine a situation in which someone from our team who has to submit a document is delayed and when the deadline is
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near we remind him that we are waiting and counting for that document to be submitted that day. In case he doesn’t make it we assume that he will warn us in advance and ask for help if necessary. We assume that
the other has a way of doing things that will not jeopardize the delivery of the document. Has something like this happened? Something similar? Can you imagine the situation? How do we use feedback in this situation, when we aim at improving the performance of our team? Whenever we “expect” something we have to follow and monitor things, until the performance matches the ideal we strive after. We have to check that the person we give a task and a deadline really understood and we have to show our willingness to help him in case he needs help. In the meantime we will keep asking if everything is going fine and for him to show us the progress he is making and it is then that we give our feedback and tell him whether he is on track or not and what he can do to improve things. The Task: Feedback Think what you can do yourself to improve? How would you like to feel? What happens when you feel fine? And how will you treat your team when it lives up to your expectations? Suggestion: Give yourself feedback first and then train each day to give feedback to the people around you. If we don’t say what we think about something another person did, the other may never know that he could improve.c