Home
Receive new blog posts in your inbox
Podcast
Make It Clear Marketplace
Support Make It Clear
Privacy Policy
Make It Clear Blog Site -
  • Home
  • Receive new blog posts in your inbox
  • Podcast
  • Make It Clear Marketplace
  • Support Make It Clear
  • Privacy Policy
Leadership

The Twelve “Leadership” Days of Christmas – Day 1

Leadership
December 24, 2024 by Stan Ponz No Comments

Views: 242

The 1st “Leadership” Day of Christmas – The Gift of Goals

Twelve days ago, I started a series of posts I called the 12 “Leadership” Days of Christmas.  In it I said that for each of the next 12 days, in keeping with the song, I would offer you a leadership assignment, designed to be a gift to both you and your team if you completed it and acted on it.  Now we arrived at the last day!

I said you would be able to complete each task itself in 12 minutes or less, which has been true.  While the questions of each task can be nominally answered in just a few minutes, I purposely asked questions that could lead to soul searching and that would, if taken to heart, lead to significant behavioral or procedural change.

Perhaps it goes without saying that the greatest gifts come from the deeper reflection and action taken as a result.

I hope you take the questions in this final piece of the puzzle and treat them with care.  Your specific answers to these questions can change the results you and your team get in the coming year.

Here they are:

  • Have you helped your team members set goals for the coming year that would not contradict godly motives and practices?
  • Do you have plans prepared to assist them in reaching their goals?
  • How will you assist and support them in achieving these goals?
  • What is the single biggest thing you could do support the achievement of these goals?

As a leader our role is to move our organization in the direction of its goals.  The best way to do this is by assisting individuals towards their individual and team goals.

Our answers to these questions matter because this is our job.

When we answer them effectively and take action, when necessary, we are giving the gift of success to our ministries or businesses and all of the members of it.

Give this gift today, next week and next year.

Thank you for reading this, and the other posts in this series – they have been my Christmas gift to you.  You will receive far more gifts by completing each of them.

Share:
Reading time: 1 min
Leadership

The Twelve “Leadership” Days of Christmas – Day 2

Leadership
December 23, 2024 by Stan Ponz No Comments

Views: 150

The 2nd “Leadership” Day of Christmas – The Gift of Improvement

In the song 12 Days of Christmas, on the second day, the gift is two turtle doves.  This is likely familiar to you.  In the 12 “Leadership” Days of Christmas, the second day’s gift is the gift of improvement.

For our purposes, improvement comes in two forms – improvement in process and workflow, and personal progress and growth.  Both are worthy objectives for leaders to support and encourage.  But how much do you encourage these things?

With that tease, here is your gift-filled assignment today.  Ask yourself:

  • How much have work processes improved around you in the last few months?  How have you supported those improvements?
  • How comfortable are your team members in suggesting or simply making improvements, small and large?
  • How do you support and encourage personal progress and growth?

Make no mistake, improvement is a gift.  People find frustration, challenge, and gaps in their daily work – and they see these areas for improvement best, because they live with the work (and challenges) every day.  People want the tools, freedom, and resources to make improvements, yet often won’t or can’t without your help.  Are you providing that help?

Most people want to grow and stretch in their work as well – but again they need help, encouragement, resources, perspective, and sometimes even permission to do so.  As a leader you are uniquely the person that can provide these things.  Are you?

There are many forces that keep all of us from the gift of improvement, and as a leader you play a critical role in freeing and permitting people to overcome those forces.

The good news is that when a person trusts Christ to be their Savior, they immediately receive the Holy Spirit with His power to use for improvement!

Give yourself and your team the gift of improvement today.

Tomorrow, on the eve of Christmas Eve, I will share the final gift leaders can give now or anytime.

Share:
Reading time: 1 min
Leadership

The Twelve “Leadership” Days of Christmas – Day 3

Leadership
December 22, 2024 by Stan Ponz No Comments

Views: 138

The 3rd “Leadership” Day of Christmas – The Gift of Accountability

Accountability is a desired trait for any ministry or business.  If you’re running a business or any ministry, expect your staff, team, volunteers, members, boards, and employees, to desire it.  Why is accountability such an important leadership principle?

Here are four fundamental reasons Why Accountability Is Important.

Accountability builds trust

Perhaps the most important result of accountability is trust, which is essential in any relationship.  Being accountable for something means you’re willing to commit and be responsible for your actions. It promotes trust between you and the people around you. In a contract or covenant, you’re entrusted to protect something.  When you allow yourself to be accountable to this trust, you’re telling people that you will admit it and make amends when it is broken.  In effect, you’re emphasizing how important and committed you are to what you pledged to protect.

Accountability improves performance

Accountability eliminates your time and effort on distracting activities and other unproductive behavior. Research shows that some people tend to engage in ineffective behavior. Without accountability, you may only catch these behaviors when mistakes and errors have already been made and your ministry or business has already suffered losses. By building a culture of accountability at the onset, you rid your ministry or business of ineffective behavior, put the right people on the right jobs, and send the message that you’re serious about excellent work.

Accountability promotes ownership

When you make people accountable for their actions, you teach them to value their work.  Through positive feedback and corrective actions, they learn that their behavior and actions impact the team. They’re not just floating members without clear roles – they’re essential to your ministry or business. When people know they’re valued and vital, they’re more driven to work hard. They learn to have a sense of ownership in what they do.

Accountability inspires confidence

Accountability can increase team members’ skills and confidence when done right. Don’t mistake accountability for controlling behavior. The key is to provide the proper support – give constructive feedback, improve on your members’ suggestions, give them the freedom to decide, and challenge them to think of better solutions as a team.  When people know you’re listening and concerned about their performance, they’re more likely to do their best.

For these reasons, you must build a culture of accountability.  Remember that accountability is creating a culture of trust and not fear.  Your goal is not to punish and look for errors and mistakes. Instead, you seek to open up multiple feedback mechanisms, fill in gaps, improve on solutions, reward productive behavior, and remove unproductive ones. As a leader, you should hold yourself to the highest level of accountability.

Some ministries or businesses do away with accountability because they think people will feel under constant surveillance. However, when done with the right motivations and the corresponding appropriate actions, accountability will give people more freedom to be their best. It also gives you more opportunities to affirm your staff when they are doing well.

Now that we have learned the importance of accountability, it would serve us well if we knew what accountability is and where it begins.

Definition of Accountability

The word “accountable” stems from the Latin word accomptare (to account), a prefixed form of computare (to calculate), which in turn derived from putare (to reckon). The concept of account-giving has ancient roots in record-keeping activities related to governance and money-lending systems that first developed in Ancient Israel, Babylon, Egypt, Greece, and later, Rome. The Oxford English Dictionary (OED) defines the word accountable as:

  • Liable to be called to account or to answer for the responsibilities and conduct: answerable and responsible. Chiefly of persons.
  • To be counted on or reckoned.
  • Able to be reckoned or computed.
  • To be reckoned or charged, chargeable, attributable.
  • Able to be accounted for or explained, explicable.

The term implies “The quality of being accountable; liability for giving an account of, and answering for, discharge of duties or conduct; responsible, amenableness.” In ministry or business, we say that leadership accountability is acknowledging and accepting the responsibilities and results of the position. Bruce Winston writes that accountability is:

  • Willing acceptance of the responsibilities inherent in the leadership position with a commitment to serve the well-being of the ministry or business;
  • Expectation that the leader will be publicly linked to actions, behavior, communication, outcomes, performance, and value achieved
  • Expectation that the leader may be called on to explain beliefs, decisions, commitments, and strategies to constituents.

The 5 Questions Leaders Ask

Accountability is personal. It begins with the leaders. If accountability is desired, leaders must start by looking in the mirror and asking questions such as:

  1. When have my words about accountability been stronger than my actions?
  2. Where have I allowed things to exist that I now know were mistakes?
  3. Have I allowed people around me to misbehave, use ministry or company resources inappropriately, to foster ineffectiveness, and ultimately destroy value? If so, who and why?
  4. Have I allowed people around me to behave in a way that invalidates what I say I believe and stand for?
  5. Have I allowed others not to be accountable because I wanted to avoid a conflict, or was I benefiting in some way from the continued existence of this situation?

These are tough questions, yet candid inquiry into one’s own accountability is essential. I have known many ministries and businesses to suffer or even close due to their leadership’s lack of personal accountability!

Advice to Leaders

My advice to leaders is that accountability, authenticity, and credibility all begin with you and your willingness to accept your own mistakes. This acceptance allows the leader to be bigger than the circumstances and openly talk about the consequences of prior actions. Accountability begins in the leader’s chair. If the leader is honest about themself, then there is an opening for establishing empowering accountability in the organization.

Accountability works when employees experience it as empowering and an expression of joint commitment to success. Accountability is not empowering when it is experienced as punitive. For example, it is common to hear a negative tone when managers use the term “Holds others to account.”  This punitive tone replaces the power which can be created in a candid conversation for accountability.

Further damage is done to the credibility of leadership when staff, volunteers, or employees experience “holding others to account” as a version of “do what I say, not what I do.” This is perceived by staff, volunteers, or employees as inherently hypocritical since the one who is “holding” does not act in an accountable manner nor hold themself to account. Remember the expression from a parent just before they give a child a spanking and says, “This is going to hurt me more than it hurts you.” While this expression may have had some emotional validity for a parent, I have found few kids who actually believed it. Too often, that is also the experience of employees who experience “Being Held to Account.”

Empowering accountability is among the first building blocks leaders must install in strategic growth. Accountability is a critical tool for leaders to achieve needed growth and value and then sustain that growth over time. Staff, volunteers, and employees will be willing to hold themselves to account if the leaders go first. When accountability is absent in leadership, the execution of strategic growth becomes a grind.

Share:
Reading time: 6 min
Leadership

The Twelve “Leadership” Days of Christmas – Day 4

Leadership
December 21, 2024 by Stan Ponz No Comments

Views: 98

The 4th “Leadership” Day of Christmas – The Gift of Asking Questions

Since asking questions is essential in discovering answers and by them growing ourselves and our ministry or business, I looked to Lakeisha Ethans for her article on the Eleven Reasons Why It’s Important to Ask Questions and found it very helpful.  Maybe you will too.

It goes without saying that neither you nor any human being on the planet has all the answers.  Everyone on earth is slowly learning and growing every single day.  Each person picks up new knowledge and information every so often to add to their natural database of knowledge in their brains.  To achieve this end, we must ask questions.

Since the dawn of time and the beginning of understanding knowledge and civilization, asking questions has been a part of the human canon.  We all know that we’re capable of asking questions.  Unfortunately, somewhere along the line, many begin to feel ashamed of doing this instead of pretending to know many things.

This kind of behavior is completely against natural human development.  It’s also a toxic way to live your life, as you need others’ input to grow and change for the better.  Still not convinced?  Here are 11 reasons why it’s important to ask questions.

1. It’s How Human Beings Naturally Learn

From the time you were a child, you learned by asking questions.  You learned through a mix of positive and negative experiences – and a whole lot of curiosity.

That’s how human beings continue to operate well into adulthood.  The only difference is that you lose your lack of shame and fear as you grow older.

Eventually, you’re not sure if it’s okay to ask questions or not.

The good news?  Most of the time, questions are totally welcome, so ask away!  Bring back that childlike curiosity you once had.  You’ll find that your brain adapts very well to learning by making queries.

2. It Lets You Reflect

Questions don’t have to be asked to others.  Sometimes, you can ask them of yourself.  This comes in handy most during periods of self-reflection.  Self-reflection is the act of pausing and taking some time out to think back on current or past situations.  During self-reflection, you would typically:

  • Consider your behaviors, whether past or present, and determine if they are still suitable
  • Pinpoint the sources of mistakes or negative actions on your part
  • Determine what lessons you’ve learned from the time you’re reflecting on
  • Decide how you best handle similar situations in the future

Self-reflection is a very positive and highly crucial step for personal self-improvement.  If you don’t question yourself, you can never truly reflect in this manner.  Here are some examples of questions you might ask yourself during this reflection period:

  • How did I feel during the time of the incident?
  • Is there anything that bothered me over the week that I haven’t address?
  • How did I react when that event happened?  Was it on reflex?  If so, what triggered it?
  • How can I communicate this need in the future?
  • Do I feel fulfilled in my work?  If not, why?
  • What can I do to improve my situation?
  • What is the takeaway from the mistake I made?
  • How can I better myself for the future?
  • What would be a wiser way to handle things if this issue arises again?

3. It Helps You Understand What You Face

    Life is full of challenges that come at you almost constantly, and chances are you’re facing one right now.  Asking questions in that situation will allow you to skip the guesswork and get down to the nitty-gritty of the problem.

    Often, you may spend a lot of energy simply trying to use inference to figure out what needs to be done.  Asking questions, even if you don’t get a straight answer, will clearly indicate your areas of focus and provide additional insight.

    4. It Provides Gifts To Your Mind

    When you ask questions, you’re gifting your brain numerous benefits that it can use later.  Here are some things that are “gifted” to you from the simple act of asking questions:

    • Wisdom

    Questioning the things around you makes your brain more flexible, allowing for better perception, more tolerance and understanding, and an increased ability to be unbiased in your life.

    • Flexibility

    When you ask questions, new signals and patterns in the brain are formed, pinging back and forth.  The more patterns the brain creates in this process, the more likely it is to become flexible.  In this context, being flexible means accessing additional stored memories and information without returning to a previous, less-functional state.

    • Positive Thinking

    Asking questions, especially if it’s difficult for you, gives you a better understanding of how much control you have over your life and actions.  This can help you feel more at peace with yourself as you learn to regulate and manage your emotions for the future.

    5. It Gives You Better Answers

    Trying to solve something based only on your insight or answer works only in cases of objective truth or fact – and that’s only if you know that fact, to begin with.  But with more subjective dilemmas, asking for help or ideas from outside opinions can be very beneficial.  This is because:

    • More perspectives give you more ideas to tackle the situation – and more combined years of experience behind it all
    • Your brain automatically jumps to the first solution it thinks of and can benefit from other ideas
    • Other people offer unbiased answers to your situations; you may be too close to your own situation to find a truly rational answer on your own

      6. It Makes You Learn Instead Of Judge

      It’s easy for human beings to slip into the bad habit of judging others instead of seeking to learn their point of view.  You can break this habit or pattern by learning to ask polite questions before you even think of judging someone.  This is a clearly positive trait, as it:

      • Stops you from hurrying in
      • Gives you the chance to gather all needed information
      • Informs you whether a solution is needed
      • Keeps you trained on the big picture

        7. It Encourages Cooperation

        Asking questions is a good ice-breaker for many situations, but it also forces you to work with other people.  This teaches you lessons in teamwork and/or leadership, depending on the role you happen to take on.

        Collaboration comes with a lot of great power.  For years, research has indicated more positive results from those working in cooperative groups than those working alone.  As such, putting all your heads together is more likely to result in success than you attempting to go solo.

        But you can’t fully cooperate if you act above everyone else!  Asking questions shows the others on your team that you’re willing to listen to them, encouraging better collaboration and idea-sharing.

        8. People Will Like You More

        Have you ever been in a situation where someone introduces themselves to you, then spends ages talking about just themselves?  Chances are you wound up not liking that person very much.  On the other hand, you may have noticed that you tend to get along more with people who ask you about yourself.

        Studies show that you are more likely to make a positive impression on someone if you ask them questions first.  This is for several reasons:

        • Human beings naturally reciprocate subconsciously perceived favors; after you listen to them, they are likely to want to listen to you in return.
        • Most people like talking about themselves and are appreciative of those who let them do that.
        • Letting others talk about themselves first gives you the chance to demonstrate your active listening skills, showing your conversation partner that you’re a good person to talk to
        • You have the chance to ask memorable and unusual questions that will leave a lasting memory of you in the other person’s mind.

          9. It Will Make You A Better Leader

          There’s a saying that the best leaders are good followers.  This is probably why high-and-mighty, know-it-all leaders are the kind, never of asking anyone any questions. Don’t be that kind of person!

          A survey actually found a link between effectiveness in leadership and curiosity.

          Those who ask more questions of the people they work with tend to be viewed as better leaders.  When you ask people questions, you’re showing them that you care while also collecting information that you as a leader may require.

          10. When You Ask Questions It Can Influence Others

          When you ask someone a question, you have the ability to ask it in a specific way that will lead them to the answer you want them to have.  This is a prevalent tactic used in methods of persuasion.

          While this isn’t something you’ll want to do with friends, family members, or even most colleagues, it’s a nifty trick that can work wonders in certain situations.  Hone your ability to use it to your advantage, and you’ll be pretty impressed with the results!

          11. It Forces You To Rethink

          Sometimes, asking questions will net you an answer that you absolutely were not expecting.  In that situation, you have to rethink your entire perspective and approach.  It can be quite a shock at first, but maintain your positive thinking!

          You need to look on the bright side of this kind of situation.  Being unwittingly forced to rethink your stances is actually a fantastic thing.  It shows that you’ve met an intellectual equal and gives you the chance to learn something completely new and unexpected.

          End of article.

          Sometimes when you ask a question, it is not so much that you will learn something new but that the question will cause the other person to think through his answer better and learn something.  This makes me think of the questions Jesus asked.  Not that He didn’t know the answer, but to cause His disciples to think and respond better!

          Matthew 16:15, 16

          Question Jesus asked, “…who do you say that I am?”  Great question!

          Answered by Simon Peter, “You are the Christ, the Son of the living God.” Correct answer!

          Share:
          Reading time: 8 min
          Leadership

          The Twelve “Leadership” Days of Christmas – Day 5

          Leadership
          December 20, 2024 by Stan Ponz No Comments

          Views: 82

          The 5th “Leadership” Day of Christmas – The Gift of Meaning and Alignment

          The 12 Days of Christmas song says that on the 5th day, the gift is five golden rings.  Few things in our culture today have a more significant symbolic meaning than the golden ring as a symbol of marriage.  A successful marriage requires effort to align the goals of both people.  But when that is done well, the meaning and value of that relationship can be amazing.

          The two key themes for today can be found in the last two sentences – alignment and meaning.  And these two keys apply to more than a marriage.

          Here’s today’s assignment for you. Ask yourself these questions:

          • Does your team know the larger goals of the ministry or business?
          • Do the larger goals line up with the Lord’s goals?
          • Are the goals biblical, and align with godly motives and purposes?
          • Do they see how their team and individual goals align with the Lord and this bigger picture?
          • If not, what can you do as a leader to rectify the misunderstanding and misalignment?

          The alignment of goals is essential to the work of a ministry and a godly business.  It reduces doing the job over again, creates greater efficiency and productivity, and much more.  But the more significant value of clear alignment isn’t what it does for the ministry or business but what it does for the individuals in it.

          When people see that their work matters and makes a difference, it creates a meaning more profound than the work itself.   This meaning translates to greater job satisfaction, higher retention, lower stress, better health, and many other things.

          Answer today’s questions and take the necessary action, and you will be giving your team one of the best gifts you could give them – the gift of meaning.

          Share:
          Reading time: 1 min
          Leadership

          The Twelve “Leadership” Days of Christmas – Day 6

          Leadership
          December 19, 2024 by Stan Ponz No Comments

          Views: 84

          The 6th “Leadership” Day of Christmas – The Gift of Creativity

          When I thought about “six geese a-laying,” in the context of today’s post, I envisioned something like the image to the left. Six geese, sitting on their eggs, patiently doing what they need to do to nurture their eggs. In the end, that isn’t entirely different from people sitting in a meeting trying to nurture ideas that will help them solve a problem or capitalize on an opportunity.

          Today’s assignment.  Ask yourself:

          • How often do I tap the immense creativity of the Lord?  After all, He is the Creator!
          • How often do I tap the enormous creativity of my team?
          • In what areas do we most need creative thoughts and ideas now?
          • How can I nurture and apply my team’s creativity more frequently?
          • What could I do right now?

          No ministry can thrive without creativity unless you conceive of a ministry without problems, challenges, barriers, obstacles, or opportunities.

          One of our sacred roles as a leader is to believe in and draw out the often-latent creativity of our team members. Ask them for their ideas, encourage them to try things, and create an environment where mistakes are seen as stepping-stones to progress.

          Great things will happen when you act on the answers to your questions for today. First, you will get new ideas, a renewed team energy, and solutions to problems.  Second, less obvious but just as important, you will build the confidence and worth of your team members as they see themselves providing an even more meaningful contribution to the team’s success.

          And that is a truly great gift to give.

          Share:
          Reading time: 1 min
          Leadership

          The Twelve “Leadership” Days of Christmas – Day 7

          Leadership
          December 18, 2024 by Stan Ponz No Comments

          Views: 75

          The 7th “Leadership” Day of Christmas – The Gift of (Others) Focus

          I’m not a swan expert, but if I watch them, I don’t see them worrying about other swans (unless a mother with her young).   Swans usually swim by themselves, on their own – focused on their surroundings and needs.  Given that observation, they aren’t a good model for our assignment today.

          But hey, we are working on the 12 Days of Christmas theme here, and it is Day 7.  

          Let’s get on with it – and when completed – your gift to yourself and your team.

          Ask yourself these questions:

          • On balance, how often is my focus on the Lord first and then others versus myself?
          • How would being more focused on the Lord and others benefit my team, my ministry, and ultimately myself?
          • What could I do right now to put my focus on the Lord and others and show it through my actions?

          Action Steps

          1. Read Matthew 20:20-33
          2. Memorize and then meditate on Matthew 22:37-39, “Jesus said to him, ‘You shall love the Lord your God with all your heart, with all your soul, and with all your mind. This is the first and great commandment. And the second is like it: You shall love your neighbor as yourself.’”

          My Thoughts

          Much could be written about how important this is and how hard it is at the same time.  Being able to place others ahead of ourselves is what servant leadership is all about. In the end, leadership isn’t about us – it is about others and the goals we are trying to achieve.

          As you understand this and will live it, at least sometimes, you give a tremendous gift to your team, your business, your ministry, and yourself.

          Answer the questions above and act on them.

          Share:
          Reading time: 1 min
          Leadership

          The Twelve “Leadership” Days of Christmas – Day 8

          Leadership
          December 17, 2024 by Stan Ponz No Comments

          Views: 80

          The 8th “Leadership” Day of Christmas – The Gift of (Served) “Customers”

          I’ve tried so far to connect the day’s assignment/gift to the 12 Days of Christmas song – since I don’t have a close linkage between 8 maids a-milking and thinking about our “Customers,” I’ll do the best I can.

          I did not grow up on a farm, so I didn’t milk cows. However, I did grow up in a home where my dad was a business owner who serviced the needs of people more than selling a product. Customers or clients are like cows, and church folks are called sheep! I learned the first lessons about taking care of “Customers” from my dad, other pastors, leaders, and businesspeople.

          There’s my connection… I’ll try to do better tomorrow.

          And here are your questions for the day:

          • How would our business or ministry results be different if we could serve more “Customers” better?
          • What can I do as a leader to help my team serve more “Customers”?
          • What barriers do I present to this worthy goal (intentional or otherwise)?
          • How can I help my team think about “Customers,” internal and external, from the perspective of service or “Wow!” and not just simple satisfaction?

          The gifts that can come from clear answers and actions on these questions are enormous.

          After all, Jesus served us with the ultimate sacrifice. And it began when He gave up being born in the last room at the Inn but was born in an animal stable, all before going to the cross to meet our greatest need, eternal salvation.

          So, get started.

          I’ll be back tomorrow with your next gift.

          Share:
          Reading time: 1 min
          Leadership

          The Twelve “Leadership” Days of Christmas – Day 9

          Leadership
          December 16, 2024 by Stan Ponz No Comments

          Views: 100

          The 9th “Leadership” Day of Christmas – The Gift of Feedback

          The ninth day in the lyrics of the longest-song-ever-except-Stairway-to-Heaven focuses on 9 ladies dancing.

          I don’t know about your organizational experience, but in mine, both personally and in observing hundreds of organizations worldwide, most people aren’t dancing when they receive feedback.  In fact, dancing might be the least expected thing people might do after getting feedback at work.

          But does it have to be that way?

          Today, on the ninth day of our 12-day journey of leadership gifts, I suggest you give the gift of feedback.  Here are your questions to consider:

          • How often do I give feedback that is genuinely welcomed when it is received?
          • How much positive feedback (encouragement, reinforcement, and support) do I give compared to negative or corrective feedback?
          • What could I do today (and tomorrow) to give feedback that is more likely welcomed and used by others?

          Feedback is critical for learning and growth.  Anyone wanting to advance and progress needs a perspective other than our own.  And as a leader, part of our job is to provide that insight and perspective. For the feedback to be effective, it must be willingly received by the other person.

          I’ve written much about feedback over the years, so I would close today’s post/task with links that specifically get your feedback received, valued, and used.  After you have pondered your answers to the questions above, invest a few minutes in these two posts.

          You’ve likely heard when you deliver feedback. It should be balanced when you have listened to what people typically are suggesting that you should strive to give people a balance of positive and negative feedback.

          This advice is only half-right.

          It’s an understandable misunderstanding because people think there are only two types of feedback when there are four.

          The Four Types of Feedback

          • Negative feedback or corrective comments about past behavior. These are things that didn’t go well.
          • Positive feedback or affirming comments about past behavior. These are things that went well and needed to be repeated.
          • Negative feedforward or corrective comments about future behavior. These are things that don’t need to be repeated next time.
          • Positive feedforward or affirming comments about future behavior. These are things that would improve performance in the future.

          The distinction that is largely missing for most people is the focus on the future or feedforward.

          As you begin to understand the power of balancing both positive and negative input with observations about the past (which can’t be changed) and advice for the future (which can be changed), you have a new paradigm for the feedback and coaching process.

          Here are five balancing strategies to help you use these four types of feedback to help the other person receive and use your insights to improve performance.

          Five Balancing Strategies

          • Make sure you use them all. It means you must understand the importance of each and have insights in each area to share. The starting point must always be usefulness. Your challenge is to look for examples in all four areas, not make something up or be overly generic.
          • Ask the other person his/her opinion first. Ask questions about all four areas. Do it without it being an interrogation – ask, “How do you think it went?” Or, more specifically, “What did you think went well?” “What do you wish you had done differently?” Then ask about the future with questions like, “Knowing what you know now, what would you do differently next time?” “What will you avoid next time? “What do you plan to make sure you do next time?”
          • Tie it all together. Connect the dots for people between past performance and how that relates to the future. It may require generalizing an idea or behavior. Tying together past and future can help keep people from being defensive or spending their energy trying to justify the past – which can’t be changed anyway.
          • More ‘and’ less ‘but.’ When you tie ideas together, do it with “and” not “but.” “But” erases everything said before using the word “but.” “And” is inclusive and draws people forward emotionally.
          • Focus on the future. While you want the feedback to be balanced, the overall focus must be on the future. Remember, no one can change the past – its value in a feedback situation is for context, consequences, and concrete examples, not for dwelling, hand-wringing, or excessive blame. Always end the conversation by discussing the future, including their thoughts (see suggestion above about asking their opinion) early and often. Doing this will give you the best shot at an action plan of which the other person will feel ownership.

          Hopefully, this gives you a bigger view of what balanced feedback can be and how your feedback can be more successful in helping others create even better results.

          Share:
          Reading time: 4 min
          Leadership

          The Twelve “Leadership” Days of Christmas – Day 10

          Leadership
          December 15, 2024 by Stan Ponz No Comments

          Views: 68

          The 10th “Leadership” Day of Christmas – The Gift of Relationships

          In the song, there are ten lords a-leaping.  As a leader, you may have 2, 10, or 200 people that you lead, but if you want them to be “a leaping” at work – doing their job with passion and engagement, you play a pivotal role.

          Today’s task leads to the gift of greater engagement, productivity, passion, and more.  And it starts with these questions.

          • How would I characterize my relationships with the Lord and those on my team?
          • What efforts do I regularly take to build these relationships intentionally?
          • What is the most important thing I could do to nurture or grow a relationship with the Lord and someone on my team today?

          People want to be led by people they know, like, and trust.  These come by having an intimate relationship with Jesus Christ. All three of these factors relate to relationships.

          People don’t need to know everything about you, and you don’t have to know every detail about their lives either – and if you have many on your team, you wouldn’t be able to do that even if you wanted to.

          Don’t make that an excuse.

          You will be a more influential and effective leader if you have better, deeper, and more meaningful relationships with Jesus Christ and those you lead.

          Do something today and every day to build and nurture relationships.  Make that your gift to yourself and your team today.

          Fun fact – Did you know that the 10 Lords a-Leaping, represent the 10 Commandments?

          Share:
          Reading time: 1 min
          Page 3 of 12« First...«2345»10...Last »

          Recent Posts

          • How to Get Out of a Spiritual Slump
          • Do I Have Idle Abilities Not Being Used?
          • How Prayer Can Grow Your Faith
          • Making Time to Clean House
          • Four Truths to Remember This Easter

          Recent Comments

            Archives

            • May 2025
            • April 2025
            • March 2025
            • February 2025
            • January 2025
            • December 2024
            • November 2024
            • October 2024
            • September 2024
            • August 2024
            • July 2024
            • June 2024
            • May 2024
            • April 2024
            • March 2024
            • February 2024
            • January 2024
            • December 2023
            • November 2023
            • October 2023
            • September 2023
            • August 2023
            • July 2023
            • January 2023
            • August 2022
            • July 2022
            • August 2020
            • July 2020
            • May 2019
            • March 2019
            • June 2017

            Categories

            • Education
            • General Post
            • Leadership
            • Marriage

            © 2020 copyright Make It Clear Ministries All rights reserved