For many managers, creating a written summary of a coaching or counseling conversation can be as intimidating as having the conversation in the first place. Concerns over the crafting the right language in the document as well as the shift in tone documentation can represent, can lead to lack of follow through with any documentation at all. Important and effective conversations can be undercut by a leader’s failure to properly document the issues they are verbally addressing.
In this week’s episode, we’ll talk about the importance of documentation, when to introduce it into the performance management process and the variety of formats that can be effectively used.
PLUS, don’t miss this week’s Take Action Challenge and implement this week’s coaching tips.
Do you manage people? If so, get tools and strategies you need to take the fear out of feedback with my book You Have to Say the Words: An Integrity-Based Approach for Tackling Tough Conversations and Maximizing Performance. You can find the paperback or digital version at Amazon, Barnes & Noble or your local book seller.
So enjoy this week’s episode of The Nimble Leader show. I appreciate you listening and I hope you tune in next week!
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TAKE ACTION CHALLENGE:
To help you stay nimble, here is this week’s Take Action Challenge. Take these 3 action steps in the next week.
1. Spread positivity this week! Get 5 note cards, thank you notes or inspirational cards, whatever resonates with you. When you arrive at work each day write a note to a co-worker thanking them for their support or letting them know something you appreciate about them. I used keep a box of blank cards with inspirational photos on the front in my cabinet at work so they were handy whenever I felt inspired to send one. Make it a goal to acknowledge people’s efforts in a personal and meaningful way. Remember, people never get tired of hearing praise!
2. Over the course of the week, try to find opportunities to use more informal documentation. Summarize conversations or commitments made during a meeting. Keep track of the conversations you are having with your employees to identify patterns that may need further attention. Have you addressed an issue with a team member a number of times but it doesn’t seem to be improving? Maybe it would be appropriate to move to more formal documentation.
3. Use the resources recommended in this podcast to improve your skills. Check out the book, Whale Done! The Power of Positive Relationships by Ken Blanchard to help you shift your mindset to one of continuous positive reinforcement. And if you are interested in learning more about how to craft the language of written warnings or performance plans, or how to overcome challenges while presenting the documentation, my book, You Have to Say the Words is a great resource. It even has sample warning and performance probation memos in the back you can use as a template. You can find the paperback or digital version at Amazon, Barnes & Noble or your local book seller.