“It’s Not In My Job Description!” - Resistance in Your Team Members

[fa icon="calendar'] Jan 23, 2019 6:54:58 AM / by Dale Allen posted in Confidence, Leadership, Influence, stress, mental health, Awareness, Engagement, Performance

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“It’s not in my job description” is a phrase you’ve probably heard many times as a leader. Whether you’ve asked a team member to cover for someone or take on a last minute assignment, “It’s not in my job description” can be a default response in the workplace.

How do you feel when you hear this? Frustrated? Exhausted? Disappointed?

Getting to a place of understanding and empathizing with your employees when they use this response will help relieve these emotions, and also allow you to communicate and approach them in a more successful way.

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Do this to reduce anxiety when giving feedback.

[fa icon="calendar'] Oct 3, 2018 1:07:54 AM / by Dale Allen posted in Leadership, Feedback, Performance

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During a recent coaching certification, I had an extraordinary experience practicing methods of giving feedback. Instead of creating thoughts of “you’re not good enough”, we did something different, something magical. We created a space that felt like an adventure. It was like a leadership taste-test. We reviewed the 360 feedback as though we were tasting different desserts. As we went through each bite of feedback, we ‘tasted’ each piece by digesting the words and deciding what it meant to our growth goals and our vision for an inspiring future...and that felt like freedom. Ideas for growth lived where there would normally be feelings of guilt and shame...

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5 Ways to Give Quality Performance Feedback

[fa icon="calendar'] May 8, 2018 7:12:03 AM / by Dale Allen posted in Leadership, Feedback, Performance

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Dislike performance reviews but love giving helpful feedback?

A major challenge with performance reviews is that we feel we are being judged or graded and that gets our defenses up right away.

This 3-blog series is focused on how to have performance conversations that provide helpful feedback and achieve the intended/desired outcomes. (Ex. Reducing anxiety in performance convos; providing valuable insight to the recipient; great questions to ask in 1-1 meetings, etc.)

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