Giving Feedback That Sticks with Megan Fries
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Giving Feedback That Sticks with Megan Fries

Uncategorized Mar 02, 2021

When you lead a sales team giving feedback is a part of the job, but not all feedback is created or received equally by your team. Let’s face it, if your team members don’t hear and integrate the feedback you're giving, you might as well not give them any feedback at all.   

So how do you coach your team members so they grow without being a hardass?

In this episode of Sales Fiction, My guest, Megan Fries, shares powerful ways to give feedback so that it is received and sticks.  Megan is an organizational consultant and the principal and owner of Frenzy to Freedom.  She brings 20 years of experience from the for-profit sector in operations, business strategy, and financial strategy to nonprofit.  

In this episode, Megan and I talk about:

  • The importance of implementing frequent check-ins.

  • Ways to involve employees in creating a plan of next steps.

  • Mistakes to avoid when giving feedback. 

Plus much, much more.

It isn’t about the challenges and solving the problem.  It is about what kind of opportunity we have ahead of us to get to that next step, which is to be better than we were yesterday. 

Show Notes:

  • [02:33] Megan shares her background and how she got started in her career.

  • [03:26] Leaders need to be listening to their employees and making sure it is really clear through position descriptions or however accountabilities are set that they know exactly what you are looking for from them and how well are they doing on a regular basis.  

  • [03:45] She encourages frequent check-ins which are open conversations about what is working, not working, and what barriers the leader helps move so you can do better in the future.  

  • [06:45] A key feedback question - What got in your way? It is actually a way to ask them for feedback before you give them feedback on what they should be doing.

  • [07:28] One of the things about feedback is getting people to lower their guard down so they can actually hear what you’re saying.  

  • [08:52] Leadership is moving from forced cooperation to full cooperation. Team members are more empowered when they self-identify than when they are being told they did something wrong.  

  • [11:18] With feedback, you want to be genuine, very sincere, and let them know that you are there to help them by removing barriers and providing the support they need.  Start with - Can I give you an idea? Have you considered….?   

  • [13:12] You are trying to help them figure out what is the next step to take.       

  • [14:51] If you are asking people to do something that is not authentic and aligned for them, they are not going to be successful with it.  How would you implement this?

  • [15:41] Megan shares a few stories where she received feedback in a way that was hard for her to receive.  

  • [17:16] Part of delivering feedback comes before you need to deliver it with having clearly written out and agreed upon expectations, goals, strategies, and job descriptions. 

  • [17:55] Feedback is two ways. Give people the opportunity to surprise us with new ideas versus trying to put our ideas on them.  

  • [18:38] In most organizations it is better to have a lot more empowerment in the people on the ground so that they can come up with solutions and create more resilience, stronger organizations, be more creative to solve problems, and figure out different ways to do things. 

  • [19:02] If you are having regular check-ins and giving feedback to someone and they don’t understand what you are expecting of them that is the biggest red flag.   

  • [20:22] For leaders today it is about listening, removing barriers, and helping to provide information and opportunities for everybody to do better.  

  • [23:07] Setting up the scene for being able to take in what somebody is going to tell us is the best way to do it.  Can I give you some feedback?

  • [25:38] Frame the conversation around all the good things that are happening and then talk about the ways we can get even better.  

  • [26:52] Growth is a long-term process. You never get to the destination.  Feedback needs to be collaborative, consistent, and ongoing.  

  • [27:49] It isn’t about the challenges and solving the problem.  It is about what kind of opportunity we have ahead of us to get to that next step, which is to be better than we were yesterday.  

  • [28:47] Megan shares different mistakes people make when giving feedback.  

  • [29:53] If we meet every week, what are you going to do between now and next week to move forward and how can I support you in making sure that happens? 

  • [31:12] Give feedback on the foundational step and once they have mastered that then give feedback on the next step.  Don’t give too much feedback. 

  • [33:01] It is better to do more frequent smaller check-ins than less frequency longer check-ins.  

  • [35:12] Making sure that people feel like they can do their best without repercussion is key to creating major growth.    

  • [37:01] If you’re expecting that your team sets goals and you’re giving them feedback and their growing you have to do that yourself.  

  • [38:12] Making sure that people feel like they can do their best without repercussion is key to creating major growth. 

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