1. Summarize annual performance

2. Clarify later needs

3. Reserve sufficient time and book a quiet communication venue

1. Summarize the past:

2. Looking to the future:

3. What else do you hope to communicate further with your superiors?

Side seat

Feedback is sincere

Be fully prepared, summarize performance, and look to the future

Exchange ideas, affirm strengths, and provide feedback on deficiencies

Focus on improvement and make plans

Set direction: warm up the scene, explain the purpose of communication, and summarize recent overall performance

Process the situation: describe facts, data, ask for the reasons behind it, and understand the actual situation

Thinking of solutions: Discuss ways to improve the problem and explore the resources and support needed

Clear approach: action plan for follow-up improvements; follow-up and measurement methods;

Summarize: restate key points; express confidence and expectations

The 80/20 principle, focus on key points and avoid divergent topics

interrupt conversation

Provide information about people's performance and behavior based on objective facts, and enable the recipients to maintain a positive attitude towards themselves and their work, encourage them to think, and promote positive improvements.

Objective description and analysis

Inspire message recipients to think positively

Managers and employees discuss solutions together

Don’t be emotional when giving feedback

Constructive feedback is suitable for solving problems, conflicts and making suggestions for improvement.

1. Timely and objective explanation of the situation and impact

2. Listen to what team members have to say

3. Reach agreement on existing issues

4. Ask team members how to improve

5. Take action

6. Monitor and track progress

1. When providing constructive feedback, one question is not finished yet, and another question is involved, and old scores are settled.

2. Provide feedback at inappropriate times and places

3. Not preparing your homework before giving feedback

4. Missing opportunities to provide constructive feedback

Employees can take on more responsibilities

Managers have more time for important work

Enhance employee capabilities

Improve team productivity

Understand the advantages of coaching managers

Learn how to use the GROW method

Practical exercises on coaching methods

manager behavior

command or persuade

Advantage

manager behavior

Management effect

Advantage

goals goals

reality status quo

options plan

will be determined

Four models

Management style (key points)

Communication points

Traits of a manager coach: helpful, caring, and a good listener

four basic emotions

Discuss matters sincerely

Don't rush to refute

Express emotions flexibly according to the situation

4 steps to control your emotions

Part Four of Emotions

Get to know your employees

Let employees understand their positions

Willingness

Skill

cooperation

Make employees willing

Let employees develop skills

Enable employees to collaborate