b'BY COURTNEY RAMSEYBest Practices for Leading in 2024 & Beyond: Three Questions for Better FeedbackL ets face it. Being a people-leaderleaders are comfortable reinforcingtheyre doing right in front of everyone is HARD! When you were ana job well done and redirecting whenon the team, but others would rather individual contributor, things weresomething is off course. Plus, theyou do this one-on-one.so much easier. Remember when allmajority of todays workforce wants toIf youre giving a gift or the like, some you had to worry about was yourself?receive feedback and get a daily check- might prefer a plaque to display while Remember when getting the job donein from their leader. When they dont, itothers prefer an extra half-day off.just meant staying at work a littleleads to the perception that theyre notAsk this question to find out what longer and an extra cup of coffee? appreciated and that their leader doesntthey prefer, and then be sure to use When a high-performer is promotedcare about growth and development.that information when you show into a leadership role, it can be quite a(Two things that are critical to employeeappreciation, give recognition, or tell shock. It often takes a second for themengagement and retention!) your team what theyre doing rightto realize they cant continue to crankGetting better at providing feedbackwhich should be daily. (Yep! You read out results on their own like before.begins with asking three basicthat right!)The job evolved to getting resultsquestions of every employee on your- - -through others, and that requires newteam. (You can also use these with yourWhen I need to give you feedback for im-skills. Few of us know how to delegate,boss or your peers.) provement, whats the best way to do it?coach, provide feedback, or manageLets take a look! Feedback is one of those words performance naturally. It can be one- - - that affects people in different ways. of the hardest jobs out there, andWhats the best way for me to showJust hearing the word can cause unfortunately, few have the skills weappreciation and give feedback for aanxiety for some. For others, it can be a need prior to getting promoted.job well done? welcomed conversation. This question If youre struggling with this, youreNumerous studies show that todayshelps you identify their preferences and not alone. The good news is thatworkforce wants recognition andcommunicate constructive feedback leadership can be learned, and Imeaningful feedbackand they want iteffectively.recommend starting with the skill ofoften. Theres no one best way to doGiving constructive feedback giving feedback.it. It depends on the receiver. generally consists of naming the Feedback is a necessary part ofWhen it comes to recognition, somebehavior that needs improvement, getting results through others. The bestwant you to thank them and list out allproviding the impact or importance of that behavior, and two-way conversation around why its happening and what can be done better in the future. Throughout the discussion, remember to be as specific as you can. Avoid statements like, You need to develop a stronger work ethic or Youre too aggressive. What does a stronger work ethic or too aggressive look like? I bet our definitions would differ if we compared them! Instead, get specific on what you observed and what you want to see in the future. If you arent clearly stating your expectations, they cant meet them!12 WAMOA JOURNALSPRING 2024'