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Grolsch

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1. Agree upon a result that enhances the relationship and allows both parties to achieve their goals.
Send out emails to everyone- do not rely on text messages – it is hard to follow up
Short emails and unclear messages will make them lost you are the boss with more experience and rapport
Let them manage one another’s work you will see results- do not degrade them- motivate them instead- find what motivates them, work with them so they are on your side, after all if they don’t care enough- our data will vary and we will all fail
Potential Viewpoints from Pat: 1. Pat is unaware of the situation and offended by the claims that he/she has overstepped his/her bounds, s/he thinks s/he’s doing his/her job.
No do not be offended- no one wants to offend you here ! we are all one team and we want to break the ice and make things more clear for everyone- im putting it out on the table today so that no one gets offended silently

2. Pat is unaware of the situation and surprised by the claims that he/she has overstepped his/her bounds, s/he thinks s/he’s doing his/her job.
Your surprise comes out in order- it is okay to be surprised

3. Pat is aware of the situation and defensive to the claims that he/she has overstepped his/her bounds, s/he thinks s/he’s doing his/her job.

It is okay to be defensive- I understand this can happen to anyone and I did not take their word for it, but we should acknowledge the problem if there is a problem

4. Pat is aware of the situation and surprised by the claims that he/she has overstepped his/her bounds, s/he thinks s/he’s doing his/her job.
This is your job - It is clear that the key reason managers avoid giving feedback is not because they don't understand the problem but rather because they don't know how to craft a message that is “sayable” and “hearable.” The Performance Continuum Feedback® Method (PCFM) is a straight forward approach to do just that. The PCFM helps you put the focus on the positive, desired performance rather than highlighting the current negative performance. The result is a message that managers can deliver comfortably and with confidence in the fact that the employee is more likely to respond positively.

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