Give people clear, frequent, and accurate feedback.
This unusually complex strategy starts with being as quick to tell people what they have done right as you are to tell them what they have done wrong. That does not sound difficult, does it?
What if the order is reversed though?
Be as quick to tell people what they have done wrong as you are to tell them what they have done right.
Now it sounds odd. It seems like I am suggesting that equal attention needs to be given to both what’s right and what’s wrong. There you go. That is exactly the point.
It is not necessary to go into a lot of detail about leaders who only relate to team members in terms of problems and things they have done wrong. They also point fingers and know every problem is someone else’s fault. Their major activity is finding someone, anyone to criticize or blame. You are also well-aware of leaders who appropriately point out problems but seldom point out good work. It is not unusual to see the compliment criticism balance favoring criticism. …