Leading with Emotional Intelligence: Hands-On ... - always yours

284 LEADING WITH EMOTIONAL INTELLIGENCE
• Design a “clarity meter” and ask your people on a 1-10 scale,
10 being the highest, to rate your clarity with them. Inquire
what could be better, regardless of the scores they give you.
• Use a “brief back,” like the army does. This is where, after
you have said something, you ask your people to give you
the “brief back” or to summarize back to you briefly what
they heard or will do.
7. GIVING FEEDBACK: SSBIR
Like delegation and coaching, giving feedback is another skill
that can greatly enhance performance when both delivered and
received well.
Sometimes it is difficult to give feedback. Why? Ask yourself:
• Does the individual want to hear the feedback?
• How honest can I be?
• Will I hurt the person’s feelings?
• What if he or she gets defensive?
• Will there be retribution?
• What will the person do with the feedback?
• What if he or she doesn’t hear it and the same things keep
happening?
• Will this hinder our relationship?
• Is this worth my risk?
THE PROCESS
The following model is adapted from the Center for Creative
Leadership. This model can help in giving effective feedback. The
goal of the feedback is for the person to both receive and use it. First
the summary steps are listed with sentence stubs of what you say;
then each step is explained in more detail.