Some people that are hiring us won’t like to read what I’m writing about today… Even though it should be in their best interest.

I’ve been working with many managers that gave up their values, their real opinions and by that themselves at a certain point when they have the feeling that they aren’t heard or not in the position to shape the company's future any more. They basically give up and stop taking responsibility.

In some cases I understand that they don’t believe in changing the organization anymore. Unfortunately, many aren’t willing to take the next necessary step by quitting and moving on - they rather stay and hope for something to happen or start blaming (and whining).
I think that many feel like giving up by quitting. They are afraid of what comes next - clinging to the past instead of welcoming the future. (No good trait for a modern lead in an always changing world).
This is a real problem for individuals and the whole...

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...