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Today, let a team member know what their work or current project means to the overall goal of their project or the team itself. Feedback can help learners see the progress they’re making toward that target.View Quote
"Connect dots between individual roles & goals of the organization. When people see that connection, they get a lot of energy out of work. They feel the importance, dignity, & meaning in their job."
Authors Ken & Scott Blanchard
Go in with the right attitude
Today, make note of each time you have an impulse to provide feedback for “right” and “wrong” reasons: Right reasons: Commitment / concern for the team member To understand how you can help To promote positive behavior change and learning Wrong reasons: Defend/excuse your own choices To blame or look for fault To make yourself seem smarter or more superior To micro manageView Quote
“Feedback often tells you more about the person who is giving it than about you.”
Urgent or Important?
Today, separate the truly important tasks from the merely urgent and those that are not important. Allocate blocks of time to work on your most urgent and important tasks and spend less time on rarely urgent and not important tasks.View Quote
"I have two kinds of problems, the urgent and the important. The urgent are not important, and the important are never urgent."