The Correct Way to Correct People
There is a right way and a wrong way to correct your people as a leader. Its a powerful tool that can grow your team when done well or destroy value if done improperly. That's why I use a process to correct the people I work with. Here it is give it a try.
- I almost never correct in the moment. I typically wait until the next scheduled 1:1, which is why it is important to have these every week. It also removes emotion from the process.
- By the time the 1:1 rolls around the problem may have resolved itself. That's why I allow at least a week to pass by before I correct someone.
- If I do finally take the step to correct someone on a behavior issue or skill deficiency I spend the week planning out how I can make the conversation data driven and objective. I don't free style here, its too risky and too important, I plan out my words.
- Lastly, I describe in painful detail what "correct" looks like, I set a timeline and goals for changes I want to see, and I explain in plain language what the benefits are of said changes or the consequences of not changing.
- I like to follow-up in writing in email or Slack after talking face to face to ensure everyone is on the same page.
Incidentally this approach, slightly modified, works well in almost any relationship.
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