Challenge your teams and organizations hybrid readiness with us (in English and German)!

We share our insights and experiences of the last 20 years of hybrid work in 60-minute webinars - for all HR enthusiasts and leads.

For anyone who wants to cut unnecessary costs, improve hiring and feedback, and boost team energy and productivity.

Find ways to prevent health problems, avoid ineffective meetings and achieve fewer changing priorities and more focus among employees.

Join us on Wednesday 13th and 27th of November at 13:00 CET and register here: https://www.digital-leader-program.de/register-4-live-session

Feel free to contact us if you have any questions!

Why should we address the impact when giving feedback on obvious topics?

It is quite clear that being late is not acceptable. So why should you still need to explain why this behavior is inappropriate?

In our workshops we often get the question why evident things need an explanation of the impact. 

I give you an example on the difference: 

• You can say: I saw that you were late for the meeting today. Please come on time next time. 
• OR you can say: I noticed that you were late for our meeting today. We are losing time in the team because we have to update you. Please come to the next meeting on time to make sure you get all the information. 

In the second case you explain WHY somebody should improve their behavior. This makes it more tangible. 

Here are more reasons to explain the impact of a behavior: 

• You create clarity and understanding: If the recipient understands how their behavior or performance affects others or what the consequences are, they...