Reviewing Progress Regularly

HR doesn’t need more dashboards. It needs better listening. Most people teams measure what’s easy…like engagement scores or turnover. But the best teams? They build feedback loops that help them predict problems, not just react to them. This post gives you 11 of the most useful, often-overlooked loops you can implement across the employee lifecycle: 🟢 Week 2 new hire check-ins (capture early impressions) 🟠 Post-interview surveys (from both sides) 🔵 Onboarding reviews (day 90 is your goldmine) 🟡 Skip-level 1:1s (cross-level truth-telling) 🟣 Quarterly team health check-ins (lightweight, manager-led) …and 7 more. 📌 Save this if: • You’re building a modern HR function • You want fewer “We should’ve seen this coming” moments • You believe listening is strategy Which feedback loop is missing in your company?

 5 Uncomfortable Truths About Giving "Performance Feedback" (that no one tells you) After 15 years of leading teams and coaching executives, I've learned that giving meaningful feedback isn't about following a template or checking a box. Here are the hard truths I wish someone had told me earlier: 1.) Your feedback isn't about making yourself comfortable ↳That knot in your stomach before a tough conversation? It's a sign that you're about to say something that matters. I once delayed giving critical feedback to a high performer for weeks because I feared damaging our relationship. When I finally did, their response? "I wish you'd told me sooner." 2.) The "feedback sandwich" insults your employees' intelligence. ↳They see right through it, and it diminishes your message. Trust them with direct communication. Last month, a client told me they'd spent years decoding what their previous manager "really meant" beneath the compliment buffer. 3.) "Great job!" isn't feedback – it's a pat on the back ↳ Real feedback answers: "Great at what? Why did it matter? What specific impact did it have?" The difference transforms generic praise into a roadmap for repeatable success. 4.) The most crucial feedback often comes from your discomfort. ↳ When you think, "Maybe I'm overreacting" or "Perhaps it's not my place," that's often precisely what needs to be addressed. Those moments of hesitation often mask the most valuable insights. Be professional and tactful, but seize an opportunity and the signs you receive. 5.) Timing beats process every time. ↳ The best feedback system in the world can't match the power of addressing something at the moment. Waiting for quarterly reviews to discuss crucial performance issues is like waiting for New Year's to start eating healthy – it makes sense on paper but fails in practice. THE BOTTOM LINE: Meaningful feedback isn't about being fake, too nice or following a script. It's about being transparent, specific, and genuine – even when (especially when) it's uncomfortable. Vague feedback is worse than no feedback at all. If your message could apply to anyone, it probably helps no one. Make it direct, make it specific, make it count. Coaching can help; let's chat. | Follow Joshua Miller ➖ Like what you read but would like more? ☎ Book Your Coaching Discovery Session Today: https://lnkd.in/eKi5cCce #joshuamiller #executivecoaching #coaching #leadership #management #performancemanagement #culture #professionaldevelopment

Are you stuck in busywork or making real progress? Tracking tasks ≠ achieving meaningful results. The difference? Top performers prioritize with purpose. Here’s how they leverage OKRs and KPIs to turn effort into impact: --- OKRs (Objectives and Key Results): ➟ Set bold, transformational goals. ➟ Focus on what drives real growth. ➟ Foster innovation and accountability. KPIs (Key Performance Indicators): ➟ Track progress with actionable metrics. ➟ Define success with clarity and precision. ➟ Make smarter decisions with data-driven insights. --- 4 Steps to Nail OKRs: 1. Define big, outcome-driven objectives—not just tasks. 2. Break objectives into measurable key results. 3. Align your team so everyone is rowing in the same direction. 4. Regularly review and adjust to stay on track. 4 Steps to Master KPIs: 1. Focus on metrics that truly reflect your success. 2. Set specific, measurable, and time-bound targets. 3. Track your KPIs consistently and in real time. 4. Use insights to adjust and improve your strategy. --- Pro Tip: Use OKRs to set the vision and direction. Use KPIs to track your progress and refine your execution. --- Call to Action: Are OKRs or KPIs part of your 2024 strategy? Drop a comment below—how will you use them to crush your goals? ♻ If this sparked an idea, share it with your network! Follow @Jay Mount for more practical insights on growth, leadership, and success.

Evaluating LLMs is hard. Evaluating agents is even harder. This is one of the most common challenges I see when teams move from using LLMs in isolation to deploying agents that act over time, use tools, interact with APIs, and coordinate across roles. These systems make a series of decisions, not just a single prediction. As a result, success or failure depends on more than whether the final answer is correct. Despite this, many teams still rely on basic task success metrics or manual reviews. Some build internal evaluation dashboards, but most of these efforts are narrowly scoped and miss the bigger picture. Observability tools exist, but they are not enough on their own. Google’s ADK telemetry provides traces of tool use and reasoning chains. LangSmith gives structured logging for LangChain-based workflows. Frameworks like CrewAI, AutoGen, and OpenAgents expose role-specific actions and memory updates. These are helpful for debugging, but they do not tell you how well the agent performed across dimensions like coordination, learning, or adaptability. Two recent research directions offer much-needed structure. One proposes breaking down agent evaluation into behavioral components like plan quality, adaptability, and inter-agent coordination. Another argues for longitudinal tracking, focusing on how agents evolve over time, whether they drift or stabilize, and whether they generalize or forget. If you are evaluating agents today, here are the most important criteria to measure: • 𝗧𝗮𝘀𝗸 𝘀𝘂𝗰𝗰𝗲𝘀𝘀: Did the agent complete the task, and was the outcome verifiable? • 𝗣𝗹𝗮𝗻 𝗾𝘂𝗮𝗹𝗶𝘁𝘆: Was the initial strategy reasonable and efficient? • 𝗔𝗱𝗮𝗽𝘁𝗮𝘁𝗶𝗼𝗻: Did the agent handle tool failures, retry intelligently, or escalate when needed? • 𝗠𝗲𝗺𝗼𝗿𝘆 𝘂𝘀𝗮𝗴𝗲: Was memory referenced meaningfully, or ignored? • 𝗖𝗼𝗼𝗿𝗱𝗶𝗻𝗮𝘁𝗶𝗼𝗻 (𝗳𝗼𝗿 𝗺𝘂𝗹𝘁𝗶-𝗮𝗴𝗲𝗻𝘁 𝘀𝘆𝘀𝘁𝗲𝗺𝘀): Did agents delegate, share information, and avoid redundancy? • 𝗦𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗼𝘃𝗲𝗿 𝘁𝗶𝗺𝗲: Did behavior remain consistent across runs or drift unpredictably? For adaptive agents or those in production, this becomes even more critical. Evaluation systems should be time-aware, tracking changes in behavior, error rates, and success patterns over time. Static accuracy alone will not explain why an agent performs well one day and fails the next. Structured evaluation is not just about dashboards. It is the foundation for improving agent design. Without clear signals, you cannot diagnose whether failure came from the LLM, the plan, the tool, or the orchestration logic. If your agents are planning, adapting, or coordinating across steps or roles, now is the time to move past simple correctness checks and build a robust, multi-dimensional evaluation framework. It is the only way to scale intelligent behavior with confidence.

How do you measure systems change? A recent report by the Freedom Fund identifies 9 methods that are particularly well-suited to measuring complex, non-linear systems change — especially in contexts like modern slavery, advocacy, and power shifting. Here’re the leading approaches: 1️⃣ Outcome Harvesting - Start with the change, then trace back to identify contributing interventions. Great for capturing both intended and unintended outcomes. 2️⃣ Most Significant Change (MSC) - Collects stories of change from stakeholders, then collaboratively decides which are most significant. Ideal when change is unpredictable. 3️⃣ Process Tracing - Tests causal pathways between interventions and outcomes. Useful for examining whether theories of change hold up. 4️⃣ Narrative Assessment - Co-creates stories with advocates to unpack the how and why of change, with a focus on decision-making and strategy. 5️⃣ Ripple Effects Mapping (REM)- Participatory mapping of a project’s wider impact. Visualises intended and unintended effects across a system. 6️⃣ Bellwether Method - Uses interviews with influential actors to gauge whether an issue is gaining traction in public discourse or policy. 7️⃣ SenseMaker® - Gathers micro-narratives from diverse voices and lets participants interpret their own stories, blending qualitative and quantitative insights. 8️⃣ Social Network Analysis (SNA) - Maps relationships and influence within a system, highlighting enablers and blockers of change. 9️⃣ General Elimination Methodology - A structured way to rule out weak causal explanations, narrowing down to the most convincing evidence for what caused change. These methods help evaluators move beyond metrics to capture shifts in relationships, power and norms — the essence of systems change. Source of images: https://lnkd.in/eesfmqUM

I’ve been interviewing candidates for a new role and there’s one thing I’ve seen 90% of them struggle with: sharing the story of their career achievements. But don’t worry—I’ve got a simple hack that can help you overcome it: ✏️ Create a monthly ritual to review and document every significant work win, and turn each into a mini-case study. Documenting your wins regularly will save you HOURS when you prep for your next interview—plus it’s great fodder for: ⤷ your annual performance review ⤷ your 1x1s with your manager ⤷ your resume Here’s my 3-step process: 1️⃣ Weekly Check-in: Turn work ➡️ wins ⤷ Start a weekly habit of documenting your wins (grab my free template in the comments). ⤷ Block 30 minutes on your calendar every Friday to hold yourself accountable. ⤷ Ask yourself, “What did I accomplish this week that moved the needle?”   2️⃣ Monthly Recap: Turn wins ➡️ headlines ⤷ Identify 1–2 significant achievements and summarize them using this formula: [Action Verb] + [Specific Metric] + [Timeframe] + [Business Impact] ⤷ Make a bullet-point list (so you can stay organized and repurpose it for your resume later!) ⤷ Include dates and timelines for your own records—you’ll use them in step 3.   3️⃣ Quarterly Story-Building: Headlines ➡️ stories ⤷ Identify your top 3 quarterly wins. ⤷ Start a fresh document and map out each of those wins using the STAR method: ️ ⭐ Situation: What was the context? ️⭐ Task: What was your specific responsibility? ⭐ Action: What steps did you take? ⭐ Result: What measurable outcome did you achieve? ⤷ Ask AI to help you share that information as a story. Here’s the prompt I like to use: ✍ Can you help me turn this achievement into a story using the STAR framework for an upcoming interview for a [title here] role? Please keep it concise. [paste win]   Here’s what this looks like in action 👇 ⤷ Weekly win: March ’23 → Decreased CPA by 28% & increased conversion by 15% ⤷ Monthly recap: Optimized paid search campaigns in March 2023 that decreased CPA by 28% while increasing conversions by 15%, resulting in higher profit margins for the company. ⤷ Quarterly story: When I joined the marketing team in January 2023, our paid search campaigns were generating leads but at a high CPA, with budget constraints approaching in Q2.I was tasked with reducing CPA without sacrificing lead volume. In March 2023, I audited our campaigns and implemented three key changes: restructured ad groups with tightly-themed keywords, refined match types with strategic negative keywords, and A/B tested value-focused ad copy. By month-end, these optimizations decreased cost-per-acquisition by 28% while increasing conversion volume by 15%, saving budget and creating a scalable framework for future campaigns. What are your tips for storytelling in your interviews? I’d love to hear them. 

Unlock the Power of High-Quality Performance Reviews 'Tis the season for annual performance reviews. They are dreaded by some (both managers and direct reports alike), but a GOLDEN opportunity for growth, alignment and acceleration when done right! When I became a people manager for the first time I had no formal training on how to do a formal performance evaluation which made it more an intimidating and time consuming process than effective. It took me a while to develop some best practices which I still use today. Here are some actionable tips for how to make these conversations transformative instead of transactional: Best Practices for Managers: 1️⃣ Make it a Dialogue, Not a Monologue: Listen as much as you speak. Performance reviews should be a two-way street. 2️⃣ Focus on Specifics: Give actionable, evidence-based feedback tied to clear examples—not vague generalizations. 3️⃣ Balance Praise with Growth Opportunities: Celebrate wins but also highlight areas for improvement with a clear path forward. 4️⃣ Set Goals, Not Just Grades: Use reviews to align on SMART goals for the future. 5️⃣ Document & Follow Up: Don’t let feedback vanish post-meeting. Document outcomes and revisit them regularly. Common Mistakes to Avoid: 🚫 Waiting Until Review Time: Feedback should be ongoing—not a once-a-year surprise. 🚫 Being Too General: Saying "Good job" or "Needs improvement" without specifics leaves employees guessing. 🚫 Avoiding Tough Conversations: Constructive feedback can be uncomfortable, but it’s essential for growth. 🚫 Ignoring Employee Input: This isn’t just your show—make space for their perspective! Tips for Employees: Get Better Feedback 1️⃣ Be Proactive: Ask for feedback regularly—not just during reviews. Questions like, “What’s one thing I could do better?” shows initiative and openness. 2️⃣ Come Prepared: Bring accomplishments, challenges, and goals to the table. Show ownership of your growth. 3️⃣ Clarify Expectations: Ask, “What does success look like in my role / on this project?" This helps align your work with manager expectations. Year-Round Impact ✔️ Schedule Regular Check-Ins: Quarterly or monthly conversations keep feedback fresh and actionable. ✔️ Use Tools to Track Progress: Utilize shared documents or platforms to monitor goals throughout the year. ✔️ Create a Feedback Culture: Encourage real-time recognition and coaching on a weekly basis. A high-quality performance review isn’t just a meeting—it’s a tool for growth, alignment, and stronger relationships. Let’s move away from the “annual checkbox” and toward continuous improvement! What’s your secret to impactful performance reviews? Drop your tips in the comments! #Leadership #Feedback #PerformanceManagement #CareerGrowth

📌 Ever spent five hours a month in weekly 1:1s—only to end up with zero decisions made? I used to carve out that time every Monday, thinking it built trust. Instead, I logged 0 action items and sacrificed 20 focus hours I’d never get back. Here’s the 0.0001% leader’s playbook for real connection and impact: 1️⃣ Monthly Deep Dives  ↳ One 60-minute strategy session per month. Tackle your biggest obstacle, co-draft development goals, and leave with a clear roadmap—no checklist calories. 2️⃣ Bi-Weekly Drop-In Hours  ↳ A 30-minute window every other week for urgent issues. No pre-meet agenda means you solve real problems on the spot—and keep your calendar agile. 3️⃣ Weekly Async Roundups  ↳ Three wins, three blockers, one ask—in a shared doc or Slack thread. You spend 15 minutes reviewing; your team stays aligned without another meeting. 4️⃣ Ad-Hoc Alignment Huddles  ↳ Spot a roadblock or shift in priority? Pull the relevant stakeholders into a 15-minute sprint huddle—solve it, then disperse. No extra seats, no wasted time. Rigid weekly slots are a comfort blanket, not a catalyst. Swap empty ritual for targeted coaching, real-time support, bite-sized updates, and precision huddles—and reclaim 5+ hours a month while driving faster, clearer outcomes. What’s your biggest calendar drain—and how will you hack it this week? Debate below 👇 #UnpopularOpinion #ScaleWithFocus #BotesScaleBlueprint

𝟯 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝗧𝗼 𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗲 𝗘𝗔 𝗠𝗲𝗮𝘀𝘂𝗿𝗲𝗺𝗲𝗻𝘁 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 Enterprise Architecture creates value—showing value is another discipline. In sales or operations, impact is directly measurable. EA’s contributions are often 𝗶𝗻𝗱𝗶𝗿𝗲𝗰𝘁 𝗮𝗻𝗱 𝗹𝗼𝗻𝗴-𝘁𝗲𝗿𝗺. We want to 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝗾𝘂𝗮𝗻𝘁𝗶𝗳𝗶𝗮𝗯𝗹𝗲 𝗽𝗿𝗼𝗼𝗳 of EA’s success, yet traditional KPIs fall short. How to break through this measurement challenge? Here are 𝟯 𝗔𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗼 𝗾𝘂𝗮𝗻𝘁𝗶𝗳𝘆 𝗘𝗔’𝘀 𝗶𝗺𝗽𝗮𝗰𝘁, making value undeniable: 𝟭 | 𝗗𝗲𝗳𝗶𝗻𝗲 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀-𝗖𝗲𝗻𝘁𝗿𝗶𝗰 𝗞𝗣𝗜𝘀 𝙋𝙧𝙤𝙗𝙡𝙚𝙢: EA metrics like 𝘢𝘳𝘤𝘩𝘪𝘵𝘦𝘤𝘵𝘶𝘳𝘦 𝘤𝘰𝘮𝘱𝘭𝘪𝘢𝘯𝘤𝘦 or 𝘵𝘦𝘤𝘩𝘯𝘪𝘤𝘢𝘭 𝘥𝘦𝘣𝘵 𝘳𝘦𝘥𝘶𝘤𝘵𝘪𝘰𝘯 𝗱𝗼𝗻’𝘁 𝗿𝗲𝘀𝗼𝗻𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 leaders. 📌 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Shift the focus to 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀-𝗮𝗹𝗶𝗴𝗻𝗲𝗱 𝗞𝗣𝗜𝘀: • 𝗧𝗶𝗺𝗲-𝘁𝗼-𝗠𝗮𝗿𝗸𝗲𝘁 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗶𝗼𝗻 → How EA reduces bottlenecks in project execution • 𝗖𝗼𝘀𝘁 𝗔𝘃𝗼𝗶𝗱𝗮𝗻𝗰𝗲 → How EA reduces IT spend with standardization • 𝗥𝗶𝘀𝗸 𝗥𝗲𝗱𝘂𝗰𝘁𝗶𝗼𝗻 → How EA mitigates security, compliance, and technical risks ✅ 𝗜𝗺𝗽𝗮𝗰𝘁: EA shifts from overhead to a 𝙗𝙪𝙨𝙞𝙣𝙚𝙨𝙨 𝙚𝙣𝙖𝙗𝙡𝙚𝙧. 𝟮 | 𝗟𝗶𝗻𝗸 𝗘𝗔 𝘁𝗼 𝗙𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗢𝘂𝘁𝗰𝗼𝗺𝗲𝘀 𝙋𝙧𝙤𝙗𝙡𝙚𝙢: EA’s strategic impact is real but 𝘰𝘧𝘵𝘦𝘯 𝘧𝘦𝘦𝘭𝘴 𝘪𝘯𝘵𝘢𝘯𝘨𝘪𝘣𝘭𝘦 in financial reporting. 📌 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Create 𝘁𝗿𝗮𝗰𝗲𝗮𝗯𝗶𝗹𝗶𝘁𝘆 between EA initiatives and financial results: • Calculate 𝗰𝗼𝘀𝘁 𝘀𝗮𝘃𝗶𝗻𝗴𝘀 from eliminating redundant systems • Quantify 𝗲𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆 𝗴𝗮𝗶𝗻𝘀 from streamlined workflows and reduced rework • Show how 𝗘𝗔 𝗿𝗲𝗱𝘂𝗰𝗲𝘀 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗿𝗶𝘀𝗸, avoiding downtime or fines ✅ 𝗜𝗺𝗽𝗮𝗰𝘁: EA is positioned as a 𝗱𝗿𝗶𝘃𝗲𝗿 𝗼𝗳 𝗥𝗢𝗜, not an advisory function. 𝟯 | 𝗨𝘀𝗲 𝗥𝗲𝗮𝗹-𝗪𝗼𝗿𝗹𝗱 𝗖𝗮𝘀𝗲 𝗦𝘁𝘂𝗱𝗶𝗲𝘀 𝙋𝙧𝙤𝙗𝙡𝙚𝙢: EA leaders struggle to 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝘃𝗮𝗹𝘂𝗲 𝗰𝗼𝗺𝗽𝗲𝗹𝗹𝗶𝗻𝗴𝗹𝘆. 📌 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Leverage 𝘀𝘁𝗼𝗿𝘆𝘁𝗲𝗹𝗹𝗶𝗻𝗴 with before-and-after case studies: • Show how 𝗘𝗔 𝗲𝗻𝗮𝗯𝗹𝗲𝗱 𝗮 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 • Highlight projects where 𝗘𝗔 𝗽𝗿𝗲𝘃𝗲𝗻𝘁𝗲𝗱 𝗰𝗼𝘀𝘁𝗹𝘆 𝗺𝗶𝘀𝘀𝘁𝗲𝗽𝘀 • Use tangible examples to make EA’s impact clear for leadership ✅ 𝗜𝗺𝗽𝗮𝗰𝘁: EA’s role becomes 𝘃𝗶𝘀𝗶𝗯𝗹𝗲, 𝗿𝗲𝗹𝗮𝘁𝗮𝗯𝗹𝗲, 𝗮𝗻𝗱 𝗶𝗻𝗱𝗶𝘀𝗽𝗲𝗻𝘀𝗮𝗯𝗹𝗲. 🚀 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆 𝗜𝗳 𝘆𝗼𝘂 𝗺𝗲𝗮𝘀𝘂𝗿𝗲 EA’s impact, 𝘆𝗼𝘂 𝗺𝗮𝗸𝗲 𝗶𝘁 𝘃𝗶𝘀𝗶𝗯𝗹𝗲. 🔹 Focus on 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗞𝗣𝗜s 🔹 Link EA work to 𝗳𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗶𝗺𝗽𝗮𝗰𝘁 🔹 Use 𝘀𝘁𝗼𝗿𝘆𝘁𝗲𝗹𝗹𝗶𝗻𝗴 to make EA’s value undeniable 💡 How does your organization measure EA success? Let’s discuss. 👇 ➕ Follow Kevin Donovan, ring the bell 🔔 👍 Like | ♻️ Repost 🚀 Join Architects' Hub! Subscribe 👉  https://lnkd.in/dgmQqfu2 #EnterpriseArchitecture #KPIs #BusinessValue

Imagine you're walking into a meeting room, knowing you're about to discuss the annual performance feedback with one of your team members. Your palms are sweaty, and your heart is racing—not because you're unprepared, but because you're unsure of how the person would take the feedback. Feedback sessions can be nerve-wracking for both the giver and the receiver. But what if someone told you that feedback, when done correctly, could actually be a powerful tool to foster personal growth and team success? People at large often view feedback as a daunting task. The Biggest Myth is the common misconception that feedback is about the individual rather than their behaviours. Many leaders also hesitate to give feedback, fearing that it might hurt feelings or demotivate team members. However, the real issue is typically a lack of preparation. Effective feedback requires observation—increasingly difficult in today's hybrid work environments—data to back up claims and a clear understanding of expectations. Without these elements, feedback sessions can seem unfounded and personal rather than objective and developmental. When I took over team management for the first time in 2008, I was trained to use various methods of giving feedback, including the well-known Sandwich or Hamburger Technique. However, one model that has stayed with me is the Situation-Behaviour-Impact (SBI) model. It helped me focus on specific situations, the behaviours I observe, and the impacts these behaviours have on the team or project. Focusing on instances and outcomes allows feedback to be less about the person and more about their actions within a context, making it easier to digest and act upon. Instead of "You're not collaborating effectively," which is vague and can feel like a personal attack, one can say, "During yesterday's meeting, when you interrupted your colleague, it created tension and disrupted the workflow. Let's explore ways to express your ideas while also encouraging others to share theirs." This not only clarifies the issue but also provides a constructive pathway for improvement. Fostering an environment where feedback is regularly shared is an integral part of the leader's role. Top leaders ensure that feedback is a regular weekly process, not just a quarterly event. This shift in perspective can significantly change how team members perceive and react to feedback. The art of giving feedback is crucial for leadership and team development. Have you or someone in your team struggled to give or receive feedback? How do you incorporate feedback into your daily routine to create a positive impact on your team? If you like this, follow Gopal A Iyer for more. In Pic: A Veg Burger at Cafe Trofima in Mumbai - Inspiration for today's post! :) #Feedback #Annualperformancereviews #LIPostingChallengeIndia