Performance vs. Preference

Perhaps you have an employee or colleague who…

• Needs to inject more energy in their presentations

• Could really benefit from following the documented processes more diligently

• Is slowing the team down with too much analysis

• Comes across as disinterested when they never stay after team meetings for small talk

• Or [fill in the blank with a less-than-ideal behavior]

You want to see them improve and you’re ready to give them the coaching and feedback needed to help.

But before you do, stop and consider…

Is this truly a matter of performance, or merely a matter of preference? Is their approach wrong, or just different? 

These situations are tricky, and we tend to lean toward giving feedback or sitting in frustration and judgment. Watch the video for an alternative approach.