How to lead change
summary
Provides a concrete routine: a quick 8-box sketch, 20s per box activity to surface team expectations, aiming for 5+ matching expectations as a signal of alignment. Uses a specific feedback script: seek understanding, then the use what/why once or twice pattern (once for encouragement, twice for corrective or coaching). Recommends proactive conversations to pre-plan conflict responses, calls out the fundamental attribution error by asking “what is your intention,” and schedules follow-ups; suggests formal reviews every 2–3 months.
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chapters (11)
- 0:00Start
- 1:37What Are some of Your Biggest Challenges Whenever You Are Giving Performance Feedback
- 3:20What Would a Successful Session Look like on Performance Feedback
- 4:37What Is a Key to Great Performance Feedback
- 13:38Performance Expectations
- 16:42Fundamental Attribution Error
- 19:53Encouraging Feedback
- 25:40Coaching Feedback
- 38:25Whose Responsibility Is It To Give a Performance Feedback if There Are Several Managers
- 38:56Whose Responsibility Is It To Give Feedback
- 39:46Giving Feedback for Improvement
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