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Coaching for Managers: Why the Best Leaders Receive and Give Coaching

John Mattone

The outer core represents observable behaviors: communication, execution, delegation, and team leadership. One leader I worked with evolved from reactive manager to proactive influencer within months. Step 3: Provide Constructive Criticism and Ask Relevant Questions Deliver feedback that is honest, actionable, and respectful.

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DISC Activities For Team Building: Fun And Engaging Ways to Boost Teamwork

Success

These include Dominance, Influence, Steadiness, and Conscientiousness, each with its own set of tendencies, preferences, working pace, and level of agreeableness. Influence-type colleagues, on the other hand, are energized by new experiences. Influence-type colleagues, on the other hand, are energized by new experiences.

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How 360-Degree Feedback Drives Performance and Development

Attendance Bot

Since feedback is gathered from different sources, employees feel more comfortable sharing constructive feedback with one another, creating an environment that values continuous improvement and transparency. Encourage Constructive Feedback Phrase questions to invite both positive feedback and areas for improvement. ” 4.

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Skills to Be a Good Leader: What Truly Sets High-Impact Leaders Apart

John Mattone

When rooted in a strong inner core, these behaviors elevate your ability to influence, inspire, and deliver In my Intelligent Leadership framework, outer-core competencies are not surface-level tactics. Delegate intentionally to develop others and drive results. Know how to provide constructive feedback and model best practices.

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Management training and employee retention: 6 ways to improve both

Insperity

Companies can make the mistake of only training senior managers because these are the leaders with the greatest influence. First-time supervisors may be vulnerable to making rookie mistakes when it comes to everyday scenarios, like motivating and coaching the team, providing constructive feedback or disciplining employees.

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Impatience: Why It’s a Leader’s Biggest Downfall

John Mattone

Leaders and hiring managers should understand that true leadership impact is built over time and that impatience can hinder influence and credibility. Undermines Employee Confidence: When leaders prioritize quick results over constructive support, employees may feel undervalued and discouraged from taking the initiative.

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Here’s Why Successful Leaders Embrace Bidirectional Feedback

John Mattone

While leaders often prioritize giving constructive feedback to their teams, the most successful leaders also understand the importance of receiving feedback from their direct reports. They inspire, influence, and guide their teams toward shared goals while creating a foundation for growth, results, and longer-term success.