Bill has an employee with a serious performance issue. Bill sincerely wants to help and considers a very direct corrective-feedback approach — for example, saying something like this:

“I’d be doing you a disservice if I didn’t tell you you’re failing, and that you’re going to lose your job if you don’t improve.”

But Bill also wonders whether that message might backfire, demoralizing the employee and making the performance problems worse. So what should Bill do?

In this Quick Take you will learn:

  • How a coach can frame corrective feedback in a positive way
  • Why that doesn’t mean sugarcoating bad news or pulling your punches
  • Why this approach is far more likely to result in behavior change than traditional ways of delivering corrective feedback

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