Many leaders don’t feel comfortable or confident when it comes to giving performance feedback. You may not believe this but you’re probably better at it than you think. There are four types of feedback and chances are you’re good at one if not more. The odds of improving your ability to give feedback improve dramatically when you understand all four types.

1. ENCOURAGEMENT – Often we don’t think of encouragement as being a form of feedback but it’s probably the easiest and most powerful. A recent survey by Leadership IQ showed that 67% of employees say they get too little positive feedback from their boss.   Yet this type of feedback should be very easy for leaders to give.  Think about it, most of what employees do is done correctly.  This means that most of our feedback should be positive praise.   We’ve all heard that very practical leadership principle that says: What gets praised gets repeated.
2. REDIRECTION – In most cases employees are really giving their best effort. So when they fall short of a goal or a deadline typically it’s a matter of lack of skill or knowledge, rather than defiance.  In this case a simple redirection can make a huge difference in their performance. When you give redirection you let the employee know what they are doing right and ask them to make specific adjustments that will help them be more effective on that particular task or goal.  I’ve found when you discuss poor performance with someone most of the time they are aware of it, they just aren’t sure how to correct their performance.  Providing redirection is one of the leaders biggest opportunities for coaching employees toward improved performance.
3. STRETCH – Sometimes our employees are doing such a great job we can simply empower them and let them go. But it’s important that we still give some form of feedback. This is where Stretch feedback is very useful. Before giving Stretch feedback consider the employees potential, future contribution to the organization, dreams and ambitions. Then at the appropriate time share a stretch challenge that you would like them to reach toward. Your objective is to find something that’s just beyond their current competencies. Something that will stretch them in new ways, make them think outside the box, yet still fit within their gift mix. This form of feedback is powerful because it communicates your confidence in the individual.
4. REPRIMAND – Sometimes an employee is not getting the job done even though they have the competence. You may find their commitment level is lagging. After giving them redirection feedback if they still do not respond then it’s time for the most difficult form of feedback, a reprimand. In a reprimand make sure you do it immediately, be specific about the errant behavior , let them know how you feel about that behavior (disappointed, angry, frustrated), reaffirm the fact that you value them and make clear what you expect in their future performance.

Which form of feedback do you need to improve in as a leader?

Spiritual leadership isn’t just about accomplishing God given results, it’s also about caring for the souls of those we lead along the way.  As leaders we are accustomed to meeting with our direct reports and talking to them about action plans, priorities and results, but we often neglect talking to them about the condition of their soul.    While we don’t have to be their spiritual accountability partner or best friend it’s wise to stay in touch with the condition of the soul of those we lead.  Aubrey Malphurs, one of my professors at Dallas Seminary, used to have a plaque on his desk that read, ”Let’s cut through the chit chat, what’s God doing in your life?”  Okay that may be a little to direct if you’re not that close to someone but you get the idea.  For some leaders inquiring into the condition of their followers soul can be awkward or uncomfortable.  So having a few good questions can help make this more natural and more effective.  Here are a few…

• What’s the freshest thing God has been doing in your life lately?
• How full is your emotional, physical and spiritual tanks?   Empty, quarter filled, half, three quarters or full.
• What theme does God seem to be emphasizing in this season of your life?
• What are you looking for God to do in your life in the next couple of months?
• What’s God been saying to you through His Word recently?
• What passion is God stirring in your soul recently?
• What season best describes your spiritual life right now: Winter, spring summer or fall?  Why?
• What’s exciting you the most in your spiritual journey these days?

Today’s Leadership Challenge: Have a soul care conversation with someone on your team this week.

What questions would you add to this list?