Emotionally Intelligent Feedback

Are you working in an organization where managers give employees feedback them helps them learn and grow? Do employees at your workplace believe that the feedback they receive is based on observed behavior at work?

I coach a number of managers on how to improve performance by giving behavioral feedback. Emotionally intelligent managers increase worker productivity by giving in - the - moment feedback that results in improved work place performance.

Myth: Feedback needs to address personal qualities.

Telling employees that they’re doing a “good job” isn’t good enough. Neither are comments about attitudes or efforts. Feedback must be specific and about behaviors, not personal attributes.

No matter how upset you may be, limit feedback to job-related issues, and never criticize someone personally because of an inappropriate action. This is counterproductive, as it evokes strong emotional reactions that bury actual feedback.

The Real Truth: Feedback is effective when it is specific to behaviors and impersonal. Feedback should be descriptive, rather than judgmental or evaluative.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to help employees be more productive? Does your organization provide executive coaching to help leaders improve performance by giving feedback that focuses on observable job-related behavior? Enlightened leaders use their emotional intelligence and social intelligence skills to give feedback that employees perceive as fair and honest.

One of the most powerful questions you can ask yourself is “Do I give job-related feedback that taps into employees’ intrinsic motivation resulting in increased worker performance and productivity?” Emotionally intelligent and socially intelligent organizations provide executive coaching for leaders to improve their ability to give feedback limited to job-related issues.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you create a more productive workplace where employees get regular feedback and are happy. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist and executive coach. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders. Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.
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