Christie Wilson Coaching

04/04/2019

Be nice and Give Feedback!

One of the biggest gaps I see in People Leaders is their ability to give feedback in a constructive and timely way.

Quite often, a manager will come to me and say “This person is a major problem and need to go, they are incompetent”. I will have two main questions: “How specifically are they incompetent / what is it that they are or are not doing?” and “What conversations have been had with them about these concerns?” Inevitably, the answer to the last question is “none”. Then, I ask “How long have they been here?” The answer is usually “5+ years”.
How do we get to a point where a person is deemed incompetent and they have worked here for over 5 years? Imagine being that employee, as far as they are concerned, they are doing a good job! Nobody turns up to work to do a bad job and if they haven’t heard any complaint, no news is good news, right?

Let me be clear – positive feedback is important as well. People want to hear that they are doing a good job and as a leader, you should be providing that regularly at the point that it happens – not at a bi-annual performance appraisal. The feedback is only helpful if it is specific. Often Managers will say “good job” and think they have provided feedback. Good job doing what? “Great work on the presentation today! You spoke clearly and the examples you gave got your point across really well. Thank you.” You could also ask them “Is there anything you would do differently to make it even better next time?” to encourage self-reflection and continuous improvement. At this point, if you had any suggestions for improvement, you could continue the dialogue and share those suggestions. This is a fantastic way to validate good performance and strive for even better results.

There are so many models around giving feedback, one that I have found easiest and has a great impact is the SBI Model.

Situation: Refer to a specific situation
Behaviour: Describe the observable behaviours
Impact: Describe the consequences of the behaviour on you and others

Then, going forward, how you would like it to look. Often, an effective strategy is to ask for their reflection on impact and what they could do differently going forward.

For example:
John, you were absent from work yesterday. Your start time is 6:00am and you did not notify anyone of your absence until 10:00am. As a result, priorities were not able to be adjusted because we didn’t know you wouldn’t be in and your area wasn’t covered. Going forward, if you are unable to attend work, I need you to call me within 1 hour of your starting time – so by 7:00am.

This is a basic example and often there are greater complexities, which I am more than happy to discuss with you. If you or your team are having difficulties providing feedback and are interested in more in depth training, let’s connect, I would love to help.

Please share your experiences around giving or receiving feedback! Comment below or send me a message!

01/04/2019

Have you got a fear holding you back?

Perhaps you haven't traveled overseas because you are afraid to fly...

Maybe if you see a spider, you become paralysed with fear...

What if your career could take off if you overcame that fear of public speaking?

Imagine if you could have 1 coaching session - over the phone - and those fears were no longer holding you back.

Now is the time to overcome your fears and soar. Feel a sense of calm instead of a sense of panic.

My clients have had some amazing success recently overcoming fears that they have had for decades! I am loving seeing the transformation in people and because we are friends, I need to share this with you too!

If you have a phobia that you would like to get rid of - I would love to offer you a free gift of 1 session to bust that fear.

If you are thinking "What a load of BS. That won't work on me!" I dare you to PM me and book a session - I love a challenge! 😉 I say challenge accepted! If you are up for it!

I have 3 spots, exclusive for my friends and family, as a gift claimable this week only. If you want to be free from your fears, then comment below or send me a PM.

31/03/2019

Feedback – the breakfast of Champions!

There are 2 ways to respond to feedback – Listen, Learn, Live (LLL) or Deny, Defend, Die (DDD). What impact is your response to feedback having for you as a leader and in your career?

To be a successful leader, you must be able to give and receive feedback. This article will focus on receiving feedback because many people do not take feedback well. As leaders, it is imperative that we are able to receive feedback for our own growth and development. If we are not taking on board feedback, then we are limiting our capacity as a leader and as a professional human being.

Last week, in an organisation I work with, there was a leader who received feedback about their approach with junior employees. This leader has a direct approach, which is highly valued with the Directors and Senior Managers that they work with. However, using the same approach across the organisation resulted in more junior employees being offended and feeling intimidated.

The leader could have ignored the feedback, got defensive, blamed the junior employees “millennials are too soft and sheltered, need to harden up”. This DDD approach would have resulted in damage to relationships, limited growth for this leader and their career. Instead, they took the LLL approach and apologised to the junior staff members, rebuilding the relationship and identified the importance of behavioural flexibility. Meeting the person where they are at, being the best version of themselves to serve the person in front of them and softening their communication style to suit the audience to ensure the message is received.

I have provided another leader with similar feedback in the past and he went into DDD. He created a “soft c@ck” list of people who were “too soft to handle straight talking”. This also lead to bullying complaints and a really challenging culture within that department, which ultimately led to that manager leaving the organisation.

Unfortunately, many people take the DDD approach to feedback and are stunting their growth. As leaders or emerging leaders, we can improve our ability to receive feedback in 3 easy steps:

1. Accept. By being open to feedback, we demonstrate that we are open to new ideas and are willing to listen. All feedback should be considered for you to learn and live (grow).

2. Clarify. Seek clarification by asking for specific examples if they weren’t initially forthcoming. Ask open ended questions demonstrating your willingness to try on the feedback.

3. Thank you. This person cares enough to provide feedback to see you grow. Receiving that feedback may sting initially, but thank the person for the feedback. They are doing you a favour.

Does this mean that you have to take on board every piece of feedback? No, of course not! Try it on, consider who it is coming from – is the person providing the feedback a credible source? Is this feedback consistent with feedback you have received previously? Using the example in the article, had this leader previously been told they have a direct style or are they aware of their style? If so, then it could be reasonable to assume that this approach may offend some. Change may be warranted.

As a leader, how we receive feedback will provide a model for others in the workplace and set the tone for the culture. Following these tips will encourage a culture where people are open to feedback and comfortable with giving and receiving feedback. A culture where feedback is open and received well, makes it an environment where teams can grow and work more effectively, and means they can achieve even more success.

Receiving feedback is only one part of the equation, as a leader, knowing how to give feedback effectively is also important. Keep an eye out for my article at the end of the week that covers this!

I look forward to hearing your feedback on if you found this article helpful!

06/10/2018

Employee turnover has been an increasing issue for companies over the last 3 years, with the average turnover being 15% in Australia. If your company's turnover is greater than this or if the people are leaving are the high performers that you really want to keep, I have some great tips to increase retention. Click here to access my top 10 surefire ways to hire right, right now to reduce turnover in the first 12 months.

With 67% of employers experiencing increased employee turnover in the last 3 years it is becoming an increasing concern for many companies with the current average staff turnover rate sitting at 15%.  A wrong hire will cost your business 2.5 times the cost of the salary – so based on an average s...

04/10/2018

Do you eat watermelon seeds?
Click 😱 for YES and 😂 for NO or 😡 for what's seeded watermelon

A colleague was chowing down on seeded watermelon just now (I didn't know anyone still bought it...) and ate the seeds. I reacted "OMG! Do you eat the seeds?! You can't eat those! Don't they give you appendicitis or something?!"

Google to the rescue... The BS you are told as kids... Do you know that watermelon seeds are being sprouted, dried and are an excellent source of protein?!

It is amazing what beliefs we learn through our childhood and take with us into adulthood unchallenged! This one was fairly harmless and it really highlighted to me (again) the way that we unconsciously have beliefs that may not be serving us - we believe it is true - why would we question it? Some of these beliefs may be holding us back from reaching our full potential - it's great to get awareness and challenge them. 😀

12/09/2018

What aren’t you seeing?

I had a great chat with someone tonight about employee turnover. They have an employee turnover of about 20% - which is average. Some turnover is good - so you do not become stagnant, get new ideas, mix it up.

I asked him, ‘Are they your high performing staff that are leaving? Or people you were happy to see go?’ I could see the penny drop and he said ‘High performers...’

High performers are the ones businesses want and need to keep to stay competitive.

When looking at HR Metrics in your business, it’s important to look at the whole picture - zooming in on the important details. It’s also where having an HR Expert looking at these things can help you uncover areas that are costing your business - so they can be fixed!

12/09/2018

Networking at the NSW Business Chamber event! Busy night with awesome people!

10/09/2018

What do you see here?

If you ask someone the time and they see this as the time, there are a range of responses you might get based on their style.

D energy = about 7
I energy = time for the beach!
S energy = 6:54AM
C energy = let me check properly... *looks at watch* 6:54 and 37 seconds

Isn’t it fascinating how we see the world differently? Can you see how conflict occurs if you don’t have an understanding of these energies- what you are and how to read other people?

The preciseness of the C energy drives a D energy crazy! 😂 And same the other way around - the C energy feels disrespected with the ‘poor attention to detail’.

We all have the ability to access all of the energy types, it helps to learn how to access them so that we aren’t exhausted.

Do you ever find yourself exhausted after being out at a networking event meeting a number of new people?

Or what about sitting down concentrating on getting your taxes or paperwork done? Do you feel yourself going cross eyed as you look at the detail?

Would you like to know how to do these things that don’t come naturally to you, without feeling drained? If so, send me a message, I’d love to discuss further!

10/09/2018

Why do you want to achieve your goals?

I saw this photo today that John Maxwell had posted and it really highlighted to me the importance of knowing your why. Having a strong enough why ignites your desire, spurs you on to make the effort, overcome obstacles and achieve your goals.

Another saying my mentor has is "A strong enough why will overcome any how". This is the difference between successful and unsuccessful people.

You may be smarter, more qualified, have more experience - but if you don't have the desire to push through, to put in the hard yards - you won't have as much success as someone who does.

Know your WHY to SUCCEED!

10/09/2018

Once you know yourself, it is so much easier to understand others.

Did you know that your communication and leadership skills are the biggest factors in having your team and business achieve peak performance? Imagine if you und...

09/09/2018

We all have a natural behavioural style that impacts how we see the world, interact with people, and make decisions.

We also have what we present to the world, known as our personality, which we are conscious of.

Do you ever wonder why when we meet some people, we just click well with them, and others just drive us crazy?!

Perhaps you have difficulty with those who just talk too much and which they would get to the point. Or there are people who are blunt and you find it so rude! Maybe you’re great with big picture, and when someone goes into the details you can feel your eyes glazing over.

How much easier would it be if you understood what your behavioural profile was? Knew clearly what motivated you, what demotivated you, how to play to your strengths and what situations are going to drain your energy.

I am now an accredited eDISC Practitioner which enables me to unpack your eDISC profile and give you the information to improve relationships, communication, leadership style - and so much more.

To celebrate, I would like to offer 3 people a FREE eDISC unpack which is valued at $750. To claim this offer you need to comment here or PM me before my mentor comments ‘what are you doing GIVING AWAY so much value?!’ This is a one time only offer and it is an amazingly popular service due to the insights you will get - so get in quick!

22/08/2018

What needs to happen for you to be happy?

If you don’t appreciate what you have now, do you think you will appreciate what you have later?

Many people believe ‘I’ll be happy when...’ ...I have a bigger house...I have more money...I have a better job...when I am in a relationship...

However, when they get what it is that they want - they still aren’t happy. This is because they haven’t changed and these external factors won’t ‘make’ us happy.

People aren’t happy so they try to move, travel the world - looking for happiness, but wherever you go - there you are. Happiness comes from within and can be cultivated with gratitude.

In Australia in particular, we have so much to be grateful for. We can walk down the street without fear of being shot or bombed - not everyone in the world can say the same.

I am grateful for having running water so I can have a hot shower, the internet to be able connect to people remotely, that I have amazing people in my life to connect with, my family, my health, I have a roof over my head, I have a job where I receive a regular income, a train network that enables me to get to work comfortably, a car to get me to the station, access to supermarkets where I can buy whatever food I want, I woke up above the ground - and so much more!

What you focus on is what you get! So gratitude will help you to attract more of that into your life and you will see more opportunities to bring more into your life.

What are you grateful for?