Soaring Eagle Enterprises
May 7, 2012 Week 19
Competency: Courage and Risk
"The trouble with most of us is that we would
rather be ruined by praise than saved by criticism."
Norman Vincent Peale
1. Performance justification is the avoidance of corrective or
performance enhancing feedback to a team member because they
do most or a great deal of their job really well. In the form
of an analogy, it is the high producing sales person that is
very difficult to deal with, but that behavior is not
confronted for fear of losing the sales volume.
2. Treat all team members equally. If you would talk to one
team member about their inappropriate comments, talk to all
team members when they make inappropriate comments.
3. Understand that the long term consequences of not dealing
fairly and equally with all performance and behavioral issues
is far greater than the short term risk of losing a good
performance or results.
4. Frame this type of feedback in a more developmental tone
and approach. Acknowledge that total performance is good but
the team member could be a total package of greatness if this
particular issue is addressed.
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