I know I receive several interruptions daily, but I was surprised to learn that most of us are being interrupted every 2 minutes! Can you relate? At a previous company I worked for (where everyone started around the same time) the first hour of each day was designated as “quiet time.” I am a morning…
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Many people express anxiety when it comes to delivering & receiving annual performance reviews. Performance reviews can be overly subjective, especially when:-Goals are unclear or difficult to measure-There is inconsistent application in performance criteria across employees / over time-Evaluators lack training & practice delivering feedback-Unconscious bias is present that influences evaluator’s assessments A better approach…
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People often ask why I started my business, (“what’s my why?”). I am passionate about helping people learn & become successful leaders, but there is a deeper reason… Saturday, July 26, 2025, was the 35th anniversary of The Americans with Disabilities Act of 1990. This legislation made many improvements possible we may take for granted…
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Using the STAR Method to Provide Developmental Feedback Regular check-ins with employees are critical for reinforcing expectations and offering meaningful performance feedback (https://rureadytoachieve.com/clarifying-performance-expectations/). The STAR Method is a structured approach managers can also utilize when providing employees with developmental feedback. The goal is to point the employee to a more effective approach & ultimately better…
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Using the STAR Method to Provide Positive Feedback Regular check-ins with employees are critical for reinforcing expectations and offering meaningful performance feedback (https://rureadytoachieve.com/clarifying-performance-expectations/). The STAR Method (Situation, Task, Action, Result) is a structured approach for managers to provide positive feedback. Employees receive clear, concise & impactful feedback that highlights what they did well, along with…
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We may not want to admit it, but we are all biased Regular check-ins with employees are critical for reinforcing expectations and offering meaningful performance feedback (https://rureadytoachieve.com/clarifying-performance-expectations/). As we move through these review conversations, it’s easy to run into some of the typical biases that show up in performance reviews: RECENCY: Managers focus on the…
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A goal we think about but fail to write down is one that may soon be forgotten. We are reminded of the goal every so often, but there is little likelihood of achieving it. An example may be, “I work as an HR Generalist & I want to become my company’s Director of Human Resources.”…
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Managers need to provide employees with up-to-date information to guide their work & provide a line-of-sight to the organization’s objectives, so they are not in the dark An employee begins a new role as a hotel’s Guest Experience Manager. After the first week on the job, the manager says they need to work on their…
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Do you remember the famous marshmallow experiment that took place at Stanford University in the 1970’s? Kids were left unattended in a room. They were given the choice to consume a single marshmallow or wait & be rewarded with two marshmallows upon the psychologist’s return. Data showed kids who were willing to wait for the…
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When you find yourself engaged in a conflict, it’s usually easy to understand the other party’s immediate interest, which is their stated, desired outcome. These tend to be more surface level concerns. Examples of Immediate Interests include:-Getting a raise-Finishing a project-Closing a deal-Gaining a larger share of the market-Satisfying the customer When we find ourselves…
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