TAG Consulting

5 Keys To Giving Great Feedback


December 12, 2016

Feedback is a critical part of the gift of accountability.

When you give that gift you are honoring and respecting someone, not micromanaging them. Accountability says “I believe that you have the capacity to do this thing and I believe that this thing is important”.

While accountability is more than feedback, feedback is an essential part of accountability’s gift. Here are five ways to insure that your feedback is both relevant and helpful.

1. Provide feedback immediately, whether the feedback is good or bad.
2. Provide feedback specifically, with immediate options for enhancement, improvement, and correction.
3. Provide feedback systematically, with planned times for give and take.
4. Provide feedback with the good of the person receiving the feedback in mind.
5. Provide feedback that is focused on the goal of your team.

 

You can use the five keys to feedback as a measuring stick for your current practices and/or as a way to improve your current systems of accountability.

To learn more about accountability and feedback, check out one of our best-selling books, The Leadership Triangle: The Three Options That Will Make You a Stronger Leader.

Four Things To Which Leaders MUST Pay Attention


August 15, 2016

magnifying glass girl

If you are a leader – particularly one engaged in the work of driving change – you have to pay attention to a lot of things.

It can be hard to decide what to focus on the most.

Here are the four non-negotiable factors to which attention must be paid:

  1. Your customers or clients, who insure your company’s survival.
  2. The ever-changing regulatory environment, where laws can alter the competitive landscape in a single legislative session.
  3. Complementary businesses such as suppliers or vendors, upon which your organization relies for products, goods, and services.
  4. Competitors, who may anticipate the future first themselves or may be making strategic mistakes your company must avoid.

Here’s the reframe: each of these factors are not merely indicators on a dashboard but they are actually resources which can be leveraged for your vision to be realized.

The things you have to pay attention to are not merely early warning devices; a clear understanding of them is one of your best assets to competitive success and high performance.

5 Keys To Giving Great Feedback


April 6, 2016

Feedback is a critical part of the gift of accountability.

When you give that gift you are honoring and respecting someone, not micromanaging them. Accountability says “I believe that you have the capacity to do this thing and I believe that this thing is important”.

While accountability is more than feedback, feedback is an essential part of accountability’s gift. Here are five ways to insure that your feedback is both relevant and helpful.

1. Provide feedback immediately, whether the feedback is good or bad.
2. Provide feedback specifically, with immediate options for enhancement, improvement, and correction.
3. Provide feedback systematically, with planned times for give and take.
4. Provide feedback with the good of the person receiving the feedback in mind.
5. Provide feedback that is focused on the goal of your team.

Time for Feedback

You can use the five keys to feedback as a measuring stick for your current practices and/or as a way to improve your current systems of accountability.

To learn more about accountability and feedback, check out one of our best-selling books, The Leadership Triangle: The Three Options That Will Make You a Stronger Leader.

5 Skills For Selecting A Great Team


January 26, 2016

team stick figuresVirtually every client we are called upon to serve values teamwork. Some want to improve their already high-performing teams. Others want to sharpen their focus on how teams can work together for success. Others have challenges on existing teams and are looking for trouble-shooting. And many want coaching on what it takes to pick people who will be part of winning teams.

Over the years and through serving thousands of client, we’ve developed five best practices for “people-picking”. You can read even more in The Leadership Triangle, by TAG partners Kevin Graham Ford and Ken Tucker, available here.

If you want to become a great people-picker who picks great people (say that five times fast!), you will want to work on developing these skills:

Great People-Pickers Are Success-Intuitive 

If you are a great selector of people you can look at a potential team member and see what makes them tick. You see their passion, understand how their past has shaped them, have a sense of their dreams, and can visualize their future success.

 

Great People-Pickers Are Placement-Aware

The best selectors of people see exactly where and on which team a person can fit. They look at a potential team member and know the right seat on the bus for that person, the perfect role that will tee them and the team up for success.

 

Great People-Pickers Are Future-Oriented

As a good leader, you will see the future of your organization as well as your own future. A great people-picker sees the future of each team member. You can visualize not only their success and the success of the organization, but also the success of each individual.

 

Great People-Pickers Are Unselfishly Opportunistic

The late Don Clifton, a legendary leader and consultant who excelled at team selection, asked a great question which we use all the time:

“How can I help this person discover just how good, just how successful he or she can become?”

That’s a profound question which has great power for your life of leadership. If you are a leader who works to provide opportunities for individuals on your team to use their natural talents and traits the end result will be success for your as a team and for you as the leader of that team.

 

Great People-Pickers Are Time Conscious

In a sense, time is everything. Often, in the crucible of leadership, many things happen all at once. To be a leader is to deal with moving parts and contingencies on a daily basis. Sometimes, the door to success is just cracked open for a moment. Part of the art of leadership is seizing every moment for its full potential.

Great people-pickers are deeply aware of timing and have one eye on the clock and one eye on their teams.

Which of those five traits of world-class people-pickers do you possess? Which do you need to sharpen? What’s your strategy?