Ink'd Stores on LinkedIn: Seems Like Good Feedback.... "They’re here and they look great!! Thank… (2024)

So good to get feedback like this

How to Give Tough Feedback That Helps People Grow https://buff.ly/3THVUPF

💡 Insightful article, in particular, stating how quantitatively express the productivity of inspired employees vs satisfied employees; "If satisfied employees are productive at an index level of 100, then engaged employees produce at 144, nearly half again as much. But then comes the real kicker: inspired employees score 225 on this scale. From a purely quantitative perspective, in other words, it would take two and a quarter satisfied employees to generate the same output as one inspired employee.". And"The good news is thatinspirational leadership can be taught, and it can be learned."However, 🤔something is missing.While inspirational leadership can be taught with with training and workshops and leverage their strengths. The more powerful and impactful way is to incorporate executive leadership coaching to help executive leaders to recognize their strengths, breakthrough their own barriers, and use their authentic voice to inspire their employees, to see their purpose in alignment with company's mission and a lasting transformative effect on leaders and employees.#InnovateYou #leadershipcoaching #executivecoaching #professionalcoaching #BeBrighter #inspirationalleadershipInnovate You

Here are my 3 main takeaways: 1- It would take two and a quarter satisfied employees to generate the same output as one inspired employee.2- The problem is that the typical manager today is generally great at hitting his or her numbers, while only a small minority have mastered the art of inspirational leadership.3- All of us possess some of the qualities of inspiring leaders.✨

2

Interesting take on tiers of “engagement” that mirror Maslow’s hierarchy of needs.The call for #leaders, according to this article, is to figure out how we cultivate an environment that’s genuinely inspirational.This section struck me as it highlighted the difference in how each group handles adversity, “Satisfied employees hold a meeting to discuss what to do about walls. Engaged employees begin looking around for ladders to scale the wall. Inspired employees break right through it.”Put simply, inspired employees will out perform satisfied and engaged employees.There’s also a call for all employees to consider, “how do I cultivate an environment for myself and teammates that’s inspirational?”There’s a danger in these articles that can leave us blaming leadership for not inspiring us. While it’s certainly helpful when leadership is cultivating an inspirational environment (and is good at inspiring others!), individual contributors/line level leaders are not left helpless. There’s much within our control that allow us to cultivate an attractive environment. #Career

3

Inspirational leadership is an art that can be taught if you have the will. I recall Simon Sinek quote: "Not everyone can be a leader, not everyone wants to be a leader."Great share Barbara Trautlein#leadership #inspirationalleadership #organizationaltransformation

This was a quick read from 2015 that feels especially relevant post-pandemic. It discusses employee needs within a framework that mirrors Maslow's hierarchy of needs. Engagement is middling marker of leadership success. Employees must first be satisified (i.e., have basic needs met) before they can be engaged (e.g., learning and growing). Once engaged, they should be inspired. That means finding "meaning and inspiration in their company's mission" and being "inspired by leaders in their company."What does this have to do with higher ed? Well, a couple of things. First, student engagement has been a significant focus in higher ed. Many institutions, mine included, have student engagement and retention plans. These three levels of leadership success can also offer a framework for ensuring students are satisfied, engaged, and inspired. In fact, we can develop questions related to their satisfaction (Do you feel your learning environment is safe? Do you feel valued? Do you have the resources you need?), engagement (Do you feel that you're a part of something extraordinary? Are you learning and growing every day?), and inspiration (Do you get meaning and inspiration from being part of the campus community? Are you inspired by those around you?). We can also ask ourselves who's answering yes. And who's not.Second, and this one's harder to address, is the continued corporatization of higher education. For a variety of reasons, colleges and universities are increasingly run like businesses with centralized operations, top-down leadership, and focus on profit. I understand a lot of these reasons, especially when it comes to public funding. But most of higher ed doesn't seem to have adopted the best of the best practices related to employee satisfaction, engagement, and inspiration from the corporate sector. In addition to adapting budget, marketing, and client-support models, what from the business world could higher education leaders use to ensure that rank-and-file faculty and staff are satisfied, engaged, and inspired?

2

Thanks #hbr for this interesting reading. An important reflection to share within our organizations. And a key takeaway from my side:The Pyramid Of Employee Need! Here we can evaluate the steps from satisfied till inspired.

16

1 Comment

Sometimes, tough feedback is needed, but it's wise to evaluate the timing and the issue before delivering it.Not all feedback is worth giving; sometimes, it can do more harm than good. Filter out recommendations that won't help your team reach their goals.What have you learned through your career about delivering feedback?#LeadershipIf you would like to know more details, let's connect here on LinkedIn. #LeadershipDevelopment #Feedbackhttps://lnkd.in/giVN-Hjx

We love the feedback, good and bad!The bad is arguably better. Bad feedback from a customer is one of the few times the answer is cut and dry. Take their compliant and do whatever it takes to make sure it doesn't happen again. Warren Buffett said, "It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you'll do things differently"#customerservice #smallbusiness #familybusiness

7

2 Comments