So, why do we confuse the two?
Sometimes, it's easier to say "I've got some feedback for you" instead of "We need to talk about a commitment you haven't met." But this approach can backfire. People think they're in for constructive insights, only to be hit with a "you've let us down" message. That's not just confusing; it's counterproductive.
As you start to think about your approach for 2024, consider how you'd like these conversations to play out. If it's accountability you're after, set those expectations from the start. Make sure everyone knows what's expected and why. This clarity makes the accountability chat less of a shock and more of a constructive step forward.
And when it's time for feedback, make it about genuine development, not a covert accountability ambush. Remember, real feedback is a gift – it should feel like one, not like a gotcha moment.
As leaders, we need to master the art of both conversations. When you can get it right you'll not only avoid unnecessary confusion but also build a team culture that's all about transparency, growth, and mutual respect.
Want to learn more? Find a time to have a conversation with me!
Enjoy a safe and happy festive season!
Shelley 😁
Shelley Flett Leadership Trainer, Facilitator & Coach | Shelley Flett Pty Ltd M: 0407 522 888 | E: shelley@shelleyflett.com | W: shelleyflett.com | 
