It is easy to go to extremes when giving email feedback: either so harsh that your recipient is upset and is either so offended or angry they ignore your suggestions or so soft that they miss the point altogether.
This can be because we are either too cautious about upsetting someone and too aware of the limitations of the medium or because we are in a rush and don't realise the impact we are having.
A short article from Fast Company by Sara Marco of The Muse provides a simple formula for getting the balance right: not too hard but not too soft either: just right.
When providing feedback to your team members as they start to use storylines, Sara Marco's approach will work brilliantly.
It provides an opportunity to highlight what your team member has gotten right, and also what they can improve.
Without this level of consistent feedback, your teams are unlikely to stick with the approach and give you the results you need: less rework for you, more great ideas being approved by those higher up.
And, what I love even more about this article, it is written using a pretty solid grouping structure.
Click here to have a read and see what you think.
Keywords: emails, leadership communication, leadership skills
PRESENTED BY DAVINA STANLEY
Davina has helped smart people all over the world clarify and communicate complex ideas for 20+ years.
She began this work when she joined McKinsey & Company as a communication specialist in Hong Kong where she helped others use the Minto Pyramid PrincipleⓇ. She continued helping others when living in New York, Tokyo and now back in Australia.
Her clients include experts across many disciplines across Australia, Asia Pacific, New Zealand, the UK and the US. She currently coaches a number of C-suite executives as well as many mid-level folk.