The reasons why high-performers need feedback, and what most of us can learn when it comes to how they ask for and implement it.

They’re called T5T emails. They’re essential to Jensen Huang’s success.

Performance improvement plans are on the rise. Workers dread them. Managers do too.

Sticky notes in meetings, co-workers’ input and AI evaluations will keep workers constantly informed of their performance.

Feedback — both positive and negative — is essential to helping managers enhance their best qualities and address their worst so they can excel at leading. Strengths-based development can, unfortunately, lull people into believing there are no areas in which they need to improve. So instead of encouraging people to avoid negative feedback, we should focus on how to deliver it in ways that minimize the fight-or-flight response. One approach is called Situation-Behavior-Impact (SBI). Feedback providers first note the time and place in which a behavior occurred. Then they describe the behavior — what they saw and heard. The final step is to describe the impact the behavior had in terms of the feedback providers’ thoughts, feelings or actions.

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More companies are ditching anxiety-inducing corporate lingo for what they see as gentler terms. Reviews become ‘connect’ sessions.

One of the first major studies on remote work shows a hidden penalty of flexibility: less supervision.

The Coaching for Behavioral Change process has been used around the world with great success by internal and external coaches. Follow the steps in this series and leaders will almost always achieve positive behavioral change. Subscribe to Marshall's YouTube Page for more videos Like him on Facebook @ https://www.facebook.com/Marshall.Gol... Follow him on Twitter @coachgoldsmith https://twitter.com/coachgoldsmith Visit his website @ http://www.marshallgoldsmithlibrary.com/

When things are uncertain, it can feel comforting to avoid difficult feedback. But creating stability for your team — and success for your organization — depends on your ability to learn what needs to change. Burying your head in the sand is never the safe thing to do. A culture of ruinous empathy or false harmony is not the path to success. Instead, invite criticism from your team. This is awkward at best and can be a difficult emotional journey, so the authors present six tips for how to successfully solicit Radical Candor from your employees.

Our work is ever-changing. But the way we collect feedback is stuck in the past.

Many companies suspended reviews during Covid. Now they are paying renewed attention to worker performance—much to the chagrin of some employees.

What mistakes are you making in your feedback conversations?

Think of yourself as a coach.

Here’s how to do it.

Too often managers praise women with general, lukewarm language, while men receive compliments lauding their specific talents and skills.

Here’s a fundamental truth: Abrasive leadership is tolerated - even rewarded – almost everywhere. And chances are that in the course of your career as a senior leader (or HR professional supporting senior leaders), you too may have allowed it to happen on your watch.

Tom Henschel

Tips for a productive discussion.

This moment — this crisis, is calling on you. It’s calling on you to have real conversations with the real humans inside your organization…

Making critical feedback “nice” doesn’t make it more effective.

Micky Onvural turns to close friends and fellow CEOs for guidance, but she also uses whimsical exercises to shift perspectives.

People who achieve short-term results at the long-term expense of the organization can be devastating.

Have something difficult to say? These are the exact words you should use.

Marcus Buckingham Ashley Goodall

Help them find a new job and get back on their feet.