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151. Giving Feedback the Right Way
Manage episode 377004364 series 3310389
Contenuto fornito da Laura Thomson-Staveley & Debbie Green, Laura Thomson-Staveley, and Debbie Green. Tutti i contenuti dei podcast, inclusi episodi, grafica e descrizioni dei podcast, vengono caricati e forniti direttamente da Laura Thomson-Staveley & Debbie Green, Laura Thomson-Staveley, and Debbie Green o dal partner della piattaforma podcast. Se ritieni che qualcuno stia utilizzando la tua opera protetta da copyright senza la tua autorizzazione, puoi seguire la procedura descritta qui https://it.player.fm/legal.
The third in our Maximising Performance focus, we look at the hot topic of giving feedback the right way. Suggested by listeners, the impact a poorly delivered bit of feedback can be huge: devastating confidence, prompting resignations and destroying trust and relationships. But it doesn't have to be that way! Feedback is a healthy part of everyday performance conversations. We are joined by inspirational leader Lisa Frolich, experienced fashion designer and has managed creative teams in high street as well as luxury fashion brands. Balancing feedback that aligns commercial goals with creative vision is key when giving feedback particularly in the creative industry where views about performance can be subjective. She shares her approach to carefully managing - and even encouraging people to fail - as it can create the spark that leads to the best output. She shares her tips for giving feedback to creatives which will be relevant for even those industries that dont consider themselves as 'creative' to enable their teams in their drive to be service-orientated, innovative and disruptive in their market.
Inspired by Lisa and her side hustle? Connect with her on Facebook via @lisa.frolich.37 or on Instagram via @dreamcareermama
Fancy a deeper dive? Check out our relevant episodes:
Ep. 146 Having Quality Conversations as the Manager
Ep. 129. Keeping Hybrid Communication Lines Open
Ep. 112 Managing Upwards - Who's They?
Ep. 90 Managing Expectations to Prevent a blame Culture
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