Bridges Edition of 5/5/2005

Welcome to Bridges, a monthly newsletter published by Robin Fogel,
Performance Enhancement and Career Coach. My goal is that this newsletter be filled with practical information that you can use in your work and in your life. If you enjoyed the newsletter please forward it to your colleagues, friends and family.

If you would like to take advantage of an executive coach, please email me at robin@coachrobinfogel.com and/or visit my website - www.coachrobinfogel.com
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THE NEXT STEP
I had a wonderful email from Dorothy Skala, the owner of Workout Range For Men Only, in Barnegat, NJ. "You offered quite a bit of good advice and encouragement on following my business dream." After leaving the reinsurance industry, Dorothy has opened a circuit training gym for men only, similar in concept to Curves for Women.

Reinventing themselves as business owners is a common step for many of the folks I have worked with. If you have a dream and are stepping off the corporate treadmill, give me a call and we'll work on a plan to make that dream a reality, and more importantly, a success. And if you are in the Barnegat area please stop by and check out Dorothy's new business.

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CONSTRUCTIVE FEEDBACK
Recently, I mentioned to a colleague that I wanted to write about giving constructive feedback in this month's newsletter. She shared a recent experience where she had asked an associate for her thoughts on a memo she was sending out. She was looking for thoughtful, honest, and constructive feedback. What she received, instead, were not helpful or constructive but hurtful, mean-spirited comments. As we discussed it my colleague wondered whether the responder had a hidden agenda because they both had been in competition for the same organizational role. She wondered too if people feel compelled to give negative comments when asked for their thoughts, that asking for a critique is not the same as asking to be criticized. Learning to give constructive feedback can be used in all walks of life and work.

The following tips focus on giving verbal feedback but can also apply to written communications.

1. Be honest
2. Prepare ahead and use constructive language- think of all those times that you wanted to snatch back the words as they left your mouth
3. Don't have a hidden agenda - it always shows
4. Watch your tone of voice, and your body language
5. Use "I" statements - saying "You" can sound accusatory
6. Acknowledge the other person's point of view
7. Work together to make changes
8. Have a follow-up plan - agree to follow-up at a specific time
9. Be specific

Constructive feedback is best given in private, not in public. It is important that it be timely. You lose the effect if the feedback relates to something that happened weeks ago. And remember, constructive feedback focuses on behavior, not on the person.

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Apology
A special apology to Paula Molino of Fashion Fix whose name I misspelled in last month's newsletter. I smile every time I look in my emptier closet and appreciate that the space made room for something new - a great new business opportunity. Check out Paula's website www.fashionfix.com

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FEEDBACK
Since this month's topic is giving constructive feedback I would also appreciate your feedback:

What other topics would you like to see included in the newsletter?
Have you been getting the issues?
Do you use ideas from the newsletter?
Do you forward it to others?

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PERFORMANCE ENHANCEMENT COACHING

So what is Performance Enhancement Coaching and why do you care. It's how I can help your company save money. You may have an employee who has great potential, yet one who could benefit from one on one attention. Think of it as personalized training. Performance enhancement coaching allows your employee (or even you) to develop specified skill areas faster. Communication, leadership, team building, and being better organized are only a few areas that can be developed. You benefit because the employee is ready for expanded responsibilities sooner. The employee benefits and is delighted because you have demonstrated that you value them and view them as a key leader in your organization.

"Robin, you were so helpful working with a key member of our team to improve his communication skills - both to his own staff and to the senior team here. The turnaround has been noted in all the right places. Many thanks."
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Final Thought
The difference between the right word and the almost right word is the difference between lightning and the lightning bug. -Mark Twain
COPYRIGHT: 2005, Robin Fogel & Assoc., LLC. All Rights Reserved. May be distributed and reprinted in its entirety with copyright, subscription instructions, and contact information intact. However, you may not copy it to a website.