Straight talk is a business office app we see applied more often than in the past. Straight talk is a skill that great leaders possess. It is not a skill that management take lightly or even enjoy executing on, but it is a skill. So what is call straight talk? When I sat down to create this post my daughter pulled up a chair and asked me what I was doing. After a brief explanation i was writing a write-up, she provided me with the 9-years old squinty eyes and asked what I was covering. I looked to looked at her and said, “Straight Talk”. I returned to writing plus some minutes later she came back to the room walking ridged, without bending her knees – almost like watching Frankenstein walk. “How’s this”, she asked, and following a brief second of chuckling and confusion in my part, I asked, “How’s what?” She looked at me and said, “How is my posture for straight talk?” After a number of chuckles and hugs, I finished typing and began to explain what straight talk was. I explained that straight talk happens when you need to have a serious conversation with someone about the way they are acting and that it this behavior has to change (feedback). “Oh”, she said, “So when my teacher sends someone within my class to the principal’s office because they keep speaking during reading, is the fact that what it really means? Well, yes without any I figured to myself.
Straight talk is just feedback to someone you work with. This holds true in your professional as well as the personal life. Because I think back to the conversation with my daughter and even in a early age she defines it as a the last straw when the teacher is so frustrated she provides the student leave the area. The behaviour has gone on for so long, there is absolutely no patience.
As a newly minted manager out of school I trained having a general manager, John. John had been a very successful manager and was recognized for his competitive fierceness and his capability to get things done. John was easy to get on with and had high expectations but experienced a quirky way to cope with straight talk or feedback. After following John for a week or two, it became apparent one cook particularly was not plating a dinner correctly. The end result was the quality had not been to the standards of the company plus it caused a lot of stress towards the servers who had to handle the complaints. The problem was ignored by John after saying, “It is not a large deal”. The problem had not been tremendous and did not affect every order he produced, however it did need to be corrected. These Saturday night the cook plated the dinner plate incorrectly, it went along to the table, and in the end there is a complaint. When I quickly followed John to the kitchen, he picked up a little cutting board and with all his force slammed it down on the stainless-steel counter. Using a loud thump it seemed as if time had stopped. Everybody in the restaurant stopped as John yelled at the cook and corrected the action. That evening since we were closing the restaurant I asked him about the incident, and after having a long pause he said, “I have been waiting to give the feedback to him and the only method for your cooks to listen is get their attention”. I used to be awe struck at his response. Most leaders and managers are uncomfortable and dislike giving feedback or straight talk customer service number. While you sit and ponder the challenges of straight talk, we have assembled a few thoughts around it.
If feedback is delivered well, it can lead to positive action and change. It will likewise hold the willing commitment from the individual for lasting change. Delivered poorly, will result in negativity or hostility. Within my experience individuals will avoid giving the tough feedback because of discomfort with accomplishing this. Others will give feedback poorly when they have reached the breaking point. When the “gift” of feedback is done well, it is actually truly a gift. The following are some fundamental steps to giving good feedback.
Don’t criticize or judge: When feedback sounds like a personal attack, most people carry it personally and can respond defensively. At this point individuals are too busy defending their point to listen
Clarify your intent: The intent in offering workplace feedback ought to be to inform, foster learning and improve performance. As leaders we have to help people reframe “mistakes” as learning opportunities. We are human. We are going to make some mistakes. Effective people help others learn from their mistakes and clarify what they is going to do differently the next occasion. This doesn’t involve beating people up to make the big mistake in the first place.
Be behaviorally specific:Identify impact and offer recommendations. For instance: “Interrupting and cutting off Jane had the impact of Jane not implying another word during our meeting. Our team needs Jane’s input to settle our issue. In the future, I believe it’s important not to interrupt we members and permit them to finish their points.”
Do: Tie the past and preferred behavior to team and individual goals; identify, “What’s inside it for me personally?” Present sensitive feedback in a way that should not be misunderstood. Emotions are complex and ready to accept interpretation by others.
Don’t: Wait, give feedback in a timely fashion, Use judgment words which will likely elicit emotional reactions, “How will you respond once you receive difficult feedback?” A lot of us respond defensively with great anxiety. It may be bdsjpa to understand that feedback is information — not definition. It really is simply someone else’s perspective. Ask yourself, does the feedback warrant new behavior? Will this new behavior assist you to achieve your goals?
The bullets above are designed to help focus and increase the effect of straight talk. Straight talk is a challenge, whether in your personal life or professional. While you approach the trac phone customer care down the road hopefully the aforementioned can help you gain ground and initiate the process of lasting change. Keep in mind that feedback will be the foundation for learning and growth and feedback is a gift! I welcome your feelings and feedback concerning this article. Remember to not hesitate to share!