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Mickey Schafer's avatar

Fallout from not following these steps will be one of my first tasks -- I need to fix a situation that was allowed to escalate until problems erupted and someone got punished. I've watched our new director handle problems immediately, privately, straight -on. It feels strange b/c when I made mistakes, I was corrected and gifted a redemption plan, but this person was not. Hence, favorites were played as well. I'll write these rules up and post them on the wall. I'd like remember and practice.

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Jeff Grigg's avatar

Maybe it's my personality.

But it might be true of some others too, …

When I receive negative feedback, I will intentionally refrain from responding to that feedback immediately. Out of respect for the "giver," and the risk they are taking by telling me these things, I will wait, think deeply about their comments, take them seriously, and likely have things to discuss about it, … later.

So do we have regular "one-on-one" meetings?

(If not, why not?)

Are those meetings "safe" for clear, honest, open (and not one-sided) discussion?

(If not, why not?)

My later discussion might be about me realizing and accepting a number of my flaws and failures.

And, …

It might be more "complicated" than that.

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