 |
The mark of a great coach is that others improve under your guidance.
|
093 |
 |
Guidance, team, and results: these are the responsibilities of any boss.
|
007 |
 |
Giving meaningful praise is hard. That’s why it’s so important to gauge your guidance – to find out how it lands for people.
|
024 |
 |
When you criticize someone without taking even two seconds to show you care, your guidance feels obnoxiously aggressive to the recipient.
|
025 |
 |
There are two dimensions to good guidance: care personally and challenge directly.
|
021 |
 |
…ask for criticism before giving it, and offer more praise than criticism. Be humble, helpful, offer guidance in person and immediately, praise in public, criticize in private, and don’t personalize.
|
038 |
 |
You can guide your team to get results if you’ve built a trusting relationship with each person reporting to you, and there can only be real trust when people feel free at work.
|
116 |
 |
Adopting the mindset that guidance is a gift will ensure that your guidance is helpful even when you can’t offer actual assistance, solutions, or an introduction to someone what can help.
|
140 |
 |
Don’t let the fact that you can’t offer a solution make you reluctant to offer guidance.
|
140 |
 |
When the chips are down… People want guidance, not rhetoric. They need to know what the plan of action is, and how it will be implemented.
|
323 |
