Channel Eye has joined forces with Royston Guest, leading Business Growth Coach and CEO/Founder of Pathways Global, in our column, ‘Ask the Business Coach’
A client recently shared a comment from one of their exit interviews: “I wished someone had told me 12 months ago that I wasn’t performing as I might have been able to do something about it”. Having candor – open and honest, frank, direct, straightforward, plain-speaking, calling a ‘spade a spade’, or merely telling it like it is conversations – in your workplace shouldn’t be underestimated.
Three key takeaways
- Build candor in your workplace
- Use inspirational and developmental feedback
- There should be no perception-reality performance gaps
Episode timestamps
- [0.35] A client recently shared a comment from one of their exit interviews; ‘I wished someone had told me 12 months ago that I wasn’t performing as I might have been able to do something about it’. This was a missed opportunity.
- [1.27] The lack of candid feedback in businesses is missing, and it is fundamental to building a high-performing team.
- [2.35] Build candor in your workplace. Use inspirational feedback, which reinforces confidence and self-belief, and developmental feedback, which focuses on developing capability.
- [3.52] There should be no perception-reality performance gaps. Everybody should know where they are, how well they are performing, what they should continue from receiving inspirational feedback and where they need to develop with their developmental feedback.
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