Straight talk is a workplace app we see applied more frequently than ever before. 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 is straight talk reviews? When I sat down to publish this short article my daughter pulled up a chair and asked what I was doing. After having a brief explanation which i was writing an article, she provided the 9-year-old squinty eyes and asked me what I was talking about. I looked to considered her and said, “Straight Talk”. I returned to writing and a few 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 on my part, I asked, “How’s what?” She looked at me and said, “How is my posture for straight talk?” After several chuckles and hugs, I stopped typing and began to explain what straight talk was. I explained that straight talk is when you need to have a serious conversation with someone about how they are acting and that it this behavior needs to change (feedback). “Oh”, she said, “When my teacher sends someone in my class to the principal’s office since they keep speaking during reading, is the fact what it means? Well, yes with no I was thinking to myself.
Straight talk is just feedback to someone you work with. This holds true within your professional as well as the personal life. Because I think back for the conversation with my daughter and even with a young age she defines it as a the last straw once the teacher is very frustrated she provides the student leave the space. The behaviour went on for so long, there is absolutely no patience.
As a newly minted manager out of school I trained using a general manager, John. John had been a very successful manager and was known for his competitive fierceness and his awesome ability to get things done. John was easy to get along with and had high expectations but experienced a quirky way to handle straight talk or feedback. After following John for any week or two, it became apparent one cook in particular was not plating a dinner correctly. The end result was the quality had not been towards the standards from the company and it also caused a great deal of stress towards the servers who had to handle the complaints. The situation was ignored by John after saying, “It is far from a big deal”. The situation had not been tremendous and did not affect every order he produced, nevertheless it did need to be corrected. These Saturday night the cook plated the dinner plate incorrectly, it went to the table, and ultimately there was a complaint. When I quickly followed John to the kitchen, he acquired a little cutting board and with all his force slammed it down on the stainless steel counter. With a loud thump it seemed as if time had stopped. Everyone 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 concerning the incident, and after a long pause he explained, “I have been waiting to offer the feedback to him and the only method for your cooks to listen is get their attention”. I had been awe struck at his response. Most leaders and managers are uncomfortable and dislike giving feedback or straight talk phone number. While you sit and ponder the challenges of straight talk, we have come up with a couple of thoughts around it.
If feedback is delivered well, it can result in positive action and change. It will also have the willing commitment from your individual for lasting change. Delivered poorly, can lead to negativity or hostility. In my experience men and women will avoid giving the tough feedback because of discomfort with accomplishing this. Others can give feedback poorly when they have reached the breaking point. When the “gift” of feedback is performed well, it is actually truly a present. Listed below are some fundamental steps to giving good feedback.
Don’t criticize or judge: When feedback sounds like a personal attack, a lot of people take it personally and will respond defensively. Around this point individuals are too busy defending their point to listen
Clarify your intent: The intent in offering workplace feedback must be to inform, foster learning and improve performance. As leaders we must help people reframe “mistakes” as learning opportunities. We are human. We shall make mistakes. Effective people help others gain knowledge from their mistakes and clarify whatever they can do differently the next time. This doesn’t involve beating people up for making the error in the first place.
Be behaviorally specific:Identify impact and supply recommendations. As an example: “Interrupting and cutting off Jane had the impact of Jane not implying another word during our meeting. Our company needs Jane’s input to resolve our issue. In the future, I do believe it’s important never to interrupt our team members and allow 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 in which can not be misunderstood. Emotions are complex and open to interpretation by others.
Don’t: Wait, give feedback in a timely fashion, Use judgment words that will likely elicit emotional reactions, “How do you respond once you receive difficult feedback?” A lot of us respond defensively along with great anxiety. It may be bdsjpa to understand that feedback is information — not definition. It is actually simply someone else’s perspective. Consider, does the feedback warrant new behavior? Will this new behavior enable you to achieve your goals?
The bullets above are designed to help focus and maximize the effect of straight talk. Straight talk is a challenge, whether inside your personal life or professional. As you approach the trac phone customer service later on we hope the above can help you gain ground and begin the whole process of lasting change. Keep in mind that feedback is definitely the foundation for learning and growth and feedback is a gift! I welcome your ideas and feedback about this article. Remember to not hesitate to discuss!