Narrow and BROADCAST…

The rant you are about to read, is common sense.  In other words, you already “know” this stuff.  BTW, what does it mean to know something?  Moving on…

However, it’s NOT common practice.  Sadly, this is true for much of our frustrations in everyday life.  We look at people and at so many seemingly silly situations, and wonder out loud or to ourselves, “what were they thinking?”  To us, peering in from the outside, it seems painfully obvious what went wrong.  We mutter under our breath that the whole incident could have been avoided if somebody had just used good, old “common sense.”  

What in the world is common sense, anyway?  Who invented it?  Where can I find it?  How much does it cost?  AND, how do I know I’m using it correctly, to the right degree, with the right people, at the right time, and in the right circumstance?  Huh…

Here’s a piece of common sense that all leaders will benefit by following with little exception.  Of course, you and your situation always warrant the exception.  Moving on…

Here it is.  Do NOT miss this.  This could be HUGE.

When negative feedback is warranted.  Take the person involved into your office or into some private place and “narrow cast” the message. Give the feedback one on one.  ALONE.  This dignifies.  AND, whenever possible, hear their side of the story.  If their explanation “makes sense,” take that into consideration.  Do not develop the habit of letting people off the hook, however, because you want to be their friend. Do not develop the habit of being most influenced by whomever gets to you last.  Hold them all to the same standard.  AND, when the talk is over, take the time to put the outcome in writing.  We are designed to dismiss negative feedback, to give it the Heisman, if you will.  Without the “facts” in writing, your narrow cast will come up empty.  Black and white, baby.

When there’s good news to share with an individual, with a collection, or with the entire team, develop this common practice.

BROADCAST.

Tell the entire system what has gone well.  Use the individuals name or names as frequently as humanly possible.  There’s nothing sweeter to human ears than the sound of their name, spoken well, pronounced correctly, and being esteemed.  When giving this type of feedback do not follow a script, do not worry about getting all the details right, but, instead, let it flow from your full heart.  Look them in the eye and let them feel your appreciation, your excitement for their accomplishment, and your passion for excellence.  Magic…

The greatest teams celebrate publicly and discipline privately.  They are led by leaders that understand when to go narrow and how to go broad.  This is common sense, huh.  Wouldn’t it be freakin’ AWESOME, if it were common practice.

Yea, BABY…