Straight talk is a workplace application we see applied more frequently than in the past. Straight talk is a skill that great leaders possess. It is not a skill that leaders take lightly or even enjoy executing on, yet it is a skill. So what exactly is straight talk complaints? When I sat down to publish this article my daughter pulled up a chair and asked the things i was doing. Following a brief explanation that I was writing a post, she gave me the 9-year old squinty eyes and asked what I was writing about. I turned to considered 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 after having a brief second of chuckling and confusion on my part, I asked, “How’s what?” She looked at me and said, “How is my posture for straight talk?” After numerous chuckles and hugs, I stopped typing and began to explain what straight talk was. I explained that straight talk is when you must have a severe conversation with someone about how they are acting and that it this behavior must change (feedback). “Oh”, she said, “Then when my teacher sends someone within my class to the principal’s office simply because they keep speaking during reading, is that what it really means? Well, yes with no I thought to myself.
Straight talk is just feedback to a person you work with. This holds true in your professional as well when your personal life. Because I think back towards the conversation with my daughter and even at a young age she defines it as the last straw when the teacher is so frustrated she has the student leave the room. The behavior has gone on for so long, there is absolutely no patience.
Being a newly minted manager away from school I trained having a general manager, John. John was actually a very successful manager and was known for his competitive fierceness and his awesome capacity to get things done. John was simple to get along with and had high expectations but enjoyed a quirky way to cope with straight talk or feedback. After following John for a couple of weeks, it became apparent one cook particularly was not plating a dinner correctly. The end result was the standard had not been for the standards from the company and it caused a great deal of stress towards the servers who were required to handle the complaints. The problem was ignored by John after saying, “It is really not a big deal”. The issue had not been tremendous and failed to affect every order he produced, but it did have to be corrected. These Saturday night the cook plated the dinner plate incorrectly, it went along to the table, and ultimately there was a complaint. When I quickly followed John into the kitchen, he picked up a tiny cutting board and with all his force slammed it down on the stainless counter. Using a loud thump it seemed just as if time had stopped. Everyone in the restaurant stopped as John yelled on the cook and corrected the action. That evening as we were closing the restaurant I asked him concerning the incident, and after having a long pause he stated, “I actually have been waiting to offer the feedback to him and the only method for the cooks to listen is obtain their attention”. I was awe struck at his response. Most leaders and managers are uncomfortable and dislike giving feedback or straight talk complaints. When you sit and ponder the challenges of straight talk, we have now assembled several thoughts around it.
If feedback is delivered well, it can bring about positive action and change. It will also possess the willing commitment through the individual for lasting change. Delivered poorly, will lead to negativity or hostility. Within my experience people will avoid giving the tough feedback because of discomfort with accomplishing this. Others will provide feedback poorly when they have reached the breaking point. Once the “gift” of feedback is carried out well, it is actually truly a present. Listed below are some basic steps to giving good feedback.
Don’t criticize or judge: When feedback sounds like a private attack, many people take it personally and can respond defensively. At this particular point people 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 study from their mistakes and clarify what they will do differently the next occasion. This doesn’t involve beating people up to make the error to begin with.
Be behaviorally specific:Identify impact and provide recommendations. For example: “Interrupting and cutting off Jane had the impact of Jane not saying another word during our meeting. We needs Jane’s input to settle our issue. Later on, I think it’s important to not interrupt our company members and permit them to finish their points.”
Do: Tie the last and preferred behavior to team and individual goals; identify, “What’s inside it for me?” 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 can you respond once you receive difficult feedback?” Many of us respond defensively with great anxiety. It may be bdsjpa to remember that feedback is information — not definition. It really is simply someone else’s perspective. Think about, does the feedback warrant new behavior? Will this new behavior assist you to achieve your goals?
The bullets above are made to help focus and maximize the effect of straight talk. Straight talk is a challenge, whether inside your personal life or professional. While you approach the trac phone down the road we hope the above mentioned will allow you to gain ground and start 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 ideas and feedback about this article. Please do not hesitate to talk about!