Help with across the board consistency

-I have a document on my desktop that I use to track the pieces of feedback that I give every day. I keep a weekly count in an excel spreadsheet, so I can actually track how I'm doing (not bad for a low C :) )

- Everytime I see something that warrants feedback (positive or negative), I write a little note in my notebook. In the left hand margin goes the letters "FB" surrounded by a circle. When I deliver the feedback, I fill in the circle.

- I also use the poker chip idea

I'd be lying if I said these ideas worked every time... Realize that it's going to take awhile before it's really like "breathing." Most of us mortals struggle with it every day.

And that's OK.

--Rich

You are not a machine, and you will not be perfect. Giving feedback is something that you do when the opportunity strikes and when you think of it/get up the guts/etc.

I've been doing it for over a year, and I have learned to forgive myself when things fall outside the models.

Sometimes I miss O3's despite holding them sacred. Oops. It happens. Sometimes I forget to give feedback, or I give too much negative feedback. Sometimes I my O3's are way outside the structure. Sometimes I just start yackity yacking and then with 5 minutes to go I turn it over to them.

That's not what I am striving for, and usually things go OK, but sometimes they don't.

So some people get more feedback than others. It happens. Read "First Break All the Rules" and you'll get some reassurance that you are not ruining your team and that doing the best you can is often so much more than anyone else bothers to do.

You just have to forgive yourself and move on. "Progress not perfection."

And always remember - "In the land of the blind, the one eyed man is king."

Julia,

I think we all probably feel that way, I know I do. I think doing just what you're doing is right. You are recognizing when you fall off the wagon, or when you don't work so much with a particular direct. So, once you realize it, do something about it.

I suspect you are a very good manager to work for. You clearly take the job seriously and think about what you're doing.

Okay, so mostly I'd say relax. I'm sure you're fine. Then, if I was to brainstorm some techniques to use for improvement:

1. Set a goal. Reward yourself. If I give 15 pieces of feedback every day this week then I'm going in for a massage.

2. Make it a game. Give a feedback "token" to someone every time they get feedback. Let people "cash in" their tokens for a prize, like green stamps or something. This way they'll be asking for feedback, looking forward to feedback, and helping you remember to give feedback.

I think I like the game idea. I wonder what sort of prizes would be appropriate.

I really like the game idea - thank you, Will!

Now...for implementation! I think I'll pull my lead in and see if we can brainstorm a plan.

I really like the game idea too.

At first I wondered, what would you do, make them pay back a token for any adjusting feedback you had to give? then I realized, they should get rewarded for receiving any kind of feedback, if not more so when you need to give feedback to change behavior. It would make it a more positive experience for everyone involved.

Absolutely, Linda. It's my intention to give the tokens for every piece of feedback, whether adjusting or affirming. More than half of my team already has the reaction to 'can I give you some feedback' that I'm looking for. The other almost-half is still a bit twitchy sometimes - these are my mid-range performers. I may be working with them on a development item, but it's not one that I'm looking at every single day, and they aren't generally in need of adjusting. This is where i'm hoping to have the biggest impact.