“How can I get him to hear what I have to say without instantly get defensive?”

“How do I get her to recognize she’s NOT a superstar… in fact, she needs to make major improvements?”

“Why can’t he hear my feedback without always trying to blame someone else or make excuses?”

“I wish my team actually wanted to get my feedback.”

If so, this audio program is for you.

Knowing How To Give Feedback Constructively Is
One of THE Most Important Interpersonal Skills

One of the most important—and difficult—moments of truth that determine a manager’s effectiveness is the:

“Giving feedback moment of truth.”

Your ability to do this well will have a HUGE impact on your career success. More specifically, this critical interpersonal skill directly affects your ability to:

1.	Get your employees to recognize what they need to change and actually WANT to change it.
2.	Tweak your high performer’s work without making them feel you don’t recognize all the good work they do.
3.	Get through to people who are “touchy”, “know it alls”, or “legends in their own mind”.
4.	Present negative feedback in way that doesn’t trigger defensiveness, but instead, a determination to do better.
5.	Make performance reviews a positive experience and a tool for “growing” your employees – rather than something both parties dread.

• How to end difficult discussions on a positive upbeat note, so the feedback recipient leaves determined to do a better job… not hurt and resentful.
• How to offer constructive criticism to the high performing, conscientious employee so she experiences it as a positive experience.
• How to frame feedback in the most positive way possible, while still getting your point across with no sugar coating or “happy face” on something that isn’t OK.

• How to ask better questions… (this is the secret to getting heard and getting buy-in).
• The question to ask if your approach doesn’t seem to be working.
• How to tailor your positive feedback to fit different personality styles (what works for one type can alienate another).
• The only way to find out if the other person gets it (waiting until after they screw up is not an option).
  
  

• The technique that turns managers from being nothing more than just a “boss” to becoming a valued coach and mentor whom employees want to hear from.
• How to be honest and a straight shooter, without being “brutally honest” – people respect the former and despise the latter.
• How to use branding psychology to assess how your employees feel about your feedback.
  

“David’s presentation style is unparalleled! The substantive and timely content of his subject materials is immediately adaptable to the workplace making his seminars an invaluable aid to an employer seeking to be an “Employer of Choice.” - Lynn M. Lombard, VP, MMG Insurance Company, ME

 

How to Deal with Difficult Personalities and Touchy Situations

• What to say when your employee thinks he’s smarter than you.
• How to get rebellious, “don’t tell me what to do” people to listen.
• How to deal with crying, anger, and other emotional responses.
• How to challenge excuse-makers and blamers without turning the discussion into an argument.
• How to deal with big egos.
• What to do with the touchy person who gets easily offended.
• When it’s time to shut down a conversation… and when you shouldn’t.

• What to do before the conversation that will dramatically increase your odds of success.
• How to minimize the need for corrective feedback in the first place… and save you and your team a lot of grief!
• The two most important moments of truth when giving corrective feedback – doing these right will pay you big rewards.

““David is dynamic and entertaining… and effective at making a strong connection with his audience. He uses personal examples which allows him to make even the most sophisticated concepts understandable.” - Gail Pickard, Director, Midlyn Communications, Vancouver, BC

Mistakes You Must Avoid

• Why cheerleading and “I know you can do it” approaches backfire.
• The temptation you must avoid if you want employees to listen and use your feedback.
• What feedback methods and word choices even smart, well-intentioned bosses do that crush employee motivation.
• The 2 mistakes really smart managers are vulnerable to making – and when they do, it destroys their ability to get their feedback heard.
• The feedback technique you learn in many seminars that most employees despise.
• The number one mistake supervisors make around corrective feedback… and which makes their job MUCH more difficult.

What to Do When It’s Not Working

• Options you have when the person doesn’t “get it”.
• How to decide when “agreeing to disagree” is acceptable… and when it’s not.