Real Time Feedback

Real Time Feedback … a Game Changer

Feedback is a gift and real time feedback is Breakfast for Champions! One of the greatest gifts a leader can give is immediate feedback. If you’re in a leadership position and have a team, you’re a Coach. Imagine a sports coach not providing real time feedback during a 40 minute basketball game or four quarters in a football game or 9 innings of a baseball game. That would never happen in the world of sports. Translate this into the business world and providing real time feedback is expected and responsibility of leaders as a coach.

It’s a disservice to your employees and business in not providing feedback, the responsibility lies on true leaders developing a leadership pipeline in their own organizations. We are not creating more followers, we are creating more leaders and talent within our own organizations.

Would you like your boss to tell you what you want to hear rather than what you need to hear? I have coached many elite athletes who are hungry for immediate feedback. They were all pleasers and didn’t want to disappoint me. They didn’t want to let me down. Athletes wanting feedback and areas to improve isn’t any different than adults in Corporate America. Many would say why they are supposed to give feedback – it’s part of their job, required to do a performance review, and an end of the year evaluation is required.

Ask yourself, what is the reason I should give real time feedback? People love getting actionable feedback, they want to get better. You’re also developing talent and seeing quicker growth and development within your people and team. Real time feedback builds a culture of trust.

As an executive coach, my clients are starving for real time feedback. I work with them to build a leadership pipeline within their business and teams. Leaders are seen as Coach. My clients have been very successful in the C-suite and senior level leadership positions for decades. They’re in these positions for a reason, they are highly skilled, knowledgeable and successful at what they do.

Professionals are also working longer and harder than ever before. People are retiring later in their careers and the workplace now consists of five generations. All leaders and managers must be flexible, adaptable, and nimble in understanding others and developing a high performing team across generations.

I had a client who is a very successful Chief Operating Officer, of course very driven, results oriented and wanted to get better. Over the course their career, they never received a performance evaluation or feedback on their strengths or areas to continue growing as a leader. Another client in a directors role, did not receive a performance evaluation for three years. Their supervisor said, “you’re doing good,” I’m too busy to meet with you. Both clients were starving for feedback and driven to grow and develop.

As a young coach and leader, I didn’t provide the real time feedback as much as I needed to, especially to players who didn’t play a lot and also the star on the team. There’s a reason the star is a star, they want feedback to grow to reach their full potential. The players who didn’t play a lot were not as skilled or talented but they deserved feedback as well. It’s the leaders responsibility to develop, train and mentor their people and teams.

6% of managers and leaders are good at giving feedback, which means the other 94% are not. Before one can provide the necessary real time feedback, expectations should be communicated clear and concise to your people and team. After expectations are communicated and understood, real time feedback can be given and delivered.

Tom Landry said, “An ON Point leader is someone who tells you what you want to hear, who has you see what you don’t want to see, so you can be who you always knew you could be.”

Is it the Kids Who Have Changed?

The millennial generation is a common topic of discussion and on the minds of many coaches, teachers and employers.  Many people I have spoken to recently, say the conversation is getting old and stale. The general consensus from the public is that kids today are lacking – they avoid hard work, make excuses, they are entitled, and they take things for granted. The frustration is rampant and many are trying to crack the code with solutions, ideas and countless hours of training. Instead, conversations should be around leading and managing a multi-generational workplace where there are 5 generations in the workplace.

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Leadership Lessons from a Final Four Coach

Leadership styles were on display during the NCAA Final Four last month. Getting to a Final Four as a coach and player is the ultimate goal. There are leadership lessons that every coach at this level has in common.

How did their teams manage to get to a final four? While everyone has different styles, every final four coach has a similar big picture approach. What is the big picture for your team and organization? What is your vision? Have you taken the time to really nail down your strategy and message to your stakeholders?

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building high performance teams

How to Build High Performing Teams

When starting a new job and position, the main focus for the ON Point leader should be building a strong and high performing team.

A few of my clients were emerging leaders and high-performers in their organizations and since been promoted to first-time directors or managers. In their new positions, they need to excel at what they do as well as successfully build and manage a team. They need to be able to manage a staff and be a successful leader for their teams. Read more

handle stress

Handling Stress and Pressure with Grace

Having the ability to handle stress and pressure with grace is a critical skill for anyone, especially if you are in leadership. Life is 10% what happens to you and 90% how we react to these situations. There are so many life experiences that can happen from tragedies, at work or home and for many it’s how we react, as far as our emotions.

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What Got You Here, Won’t Get You There

In working with executives, and also from my own experience, what got you in that chair won’t get you up another rung in the ladder. There are many things one must do to deserve a promotion and take the next step in our careers and business.

Marshall Goldsmith wrote the book, “What Got You Here, Won’t Get You There”, which I read while coaching at the University of Minnesota. I read this book after going to the Final 4 with my team and I knew what got me there, wouldn’t keep me there. This book helped me understand and to continue evolving as a leader and coach and to continue finding new ways to sustain success in an ever-changing arms race of college athletics.

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5 Keys to become a better communicator

5 Keys to become a better communicator.

The most effective leaders are great communicators!

I can tell you from my past experience as an athletic coach and now an executive coach, we can all become better communicators. Throughout your teams and your organizations, we work with so many different types of people that having the skill to communicate effectively is such an integral skill.

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3 Ways to Help Your Team Reach Their Full Potential

I am constantly asked by leaders, coaches, entrepreneurs, managers, and others how they can get the most out of their teams.  As an ON Point leader, there are many different ways to get your team to perform to their full potential.  The old school way was being negative, authoritative, and in your face – those days are gone.  The power of positivity – is POWERFUL! Leadership in the 21st century is cultivating, caring, and nurturing your people and teams. When this happens, you will get more out of your team than they ever expected.  It’s the ON Point leaders responsibility to lead their team from the strongest to the weakest link in become a high performing team. Read more

Becoming an Influential Leader

Becoming an Influential Leader

What is an influential leader and how can I become one?  How and Why do people follow me, create a workplace where people want to work, and go the extra mile? How do I get my staff to work harder and make that extra phone call? How do I develop cohesive teams? Ultimately, the climate and culture is due to the leader.

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How to Cultivate Team Dynamics

How to Cultivate Team Dynamics

By now everyone knows that I was a long time athletic coach. I coached Division I Women’s College Basketball for 27 years. Everything I did while coaching was centered around cultivating teams and working with those team dynamics. I’ve now spent the last couple years cultivating team dynamics in corporate America. The way we assemble teams, taking them from point A to point Z, and winning and reaching our goals, is the same in athletics and in corporate America.

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