Maybe this is familiar to you.

You’re charged with getting people to perform better for no obvious rewards. People who feel they are constantly slogging away against the odds. Confidence levels plummet and they start to expect to fail…

So what can you do to help?

1. Remind them that almost everything we do is an experiment
2. Where feedback is vital
3. And where collecting the feedback
4. Is top priority from the outset
5. Who will give it?
6. And how?
7. And where?
8. And how often?
9. And how will action follow?
10. Introduce chat on failing forward
11. Making small incremental improvements
12. And celebrating these
13. Can everyone say the word fail?
14. If people can’t say it – denial is likely
15. So encourage conversation about failure
16. And say ‘I/We were mistaken there’
17. ‘But my goodness, how we learnt!’
18. ‘Mistakes’ should be readily bandied about too
19. And encouragement given to own up early
20. Confidence is about how we handle uncertainty
21. Not buckets of unrealistic self-esteem
22. But it does mean ‘have a go’
23. And it means sticking your neck out
24. And saying ‘I take responsibility here’
25. Psychologists call this attribution theory
26. We should all have a mental confidence bank
27. Where we make deposits of stuff that went well for us
28. That we can revisit and use as mental ballast
29. And recall how resourceful we were
30. The most memorable deposits
31. Are usually those where the going was really tough
32. And we were overwhelmed with setback
33. Your team’s collective memory may benefit from a prod
34. Feedback is most usefully directed at action not trait
35. ‘You won 5 more customers. Brilliant’ rather than
36. ‘You’re very talented’.
37. The most useful formula is ‘What is going well here-
38. And what could we DO more or less of?’
39. It helps to create a sense of context – much of what we try is not about life and death
40. Susan Jeffers Dorothy Rowe or Brene Brown may help
41. Our main aim as people developers should be
42. To get others comfortable monitoring themselves
43. Wedded to feedback
44. And not feeling we are in some way unacceptable when we fail
45. No one is unacceptable when they try
46. And we shut down from trying when fear gets us
47. We just have to hang on in there with the fear
48. Accept it makes us feel wobbly and less likely to connect
49. Then set deliberate slow steps to get on with the challenge
50. Talking ourselves through what we are doing can help
51. I’m just ending this 51 point list which I hope is of use…


Join the conversation! 2 Comments

  1. Fantastic way to structure a post.
    Very new and innovative.
    Like you’ve said people love lists (I do espcially).

    I was slightly daunted by the prospect of 51 things, but I flew through them.
    Is it me or is the content much easier to see and understand like this?
    Wanting to print it off and keep it as an aid memior

    Did it take a long time to structure like this?
    Do you mind if I respectfully borrow?

  2. Not an original idea – it’s down to advice from the quite fab Jon Morrow at Copyblogger, You may also like 49 ways to make brilliant ideas happen in the creativity category. And yes, please borrow – respectfully or otherwise!


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Motivation & Inspiration