This is the final post of four in which we examine providing feedback to young employees using the famed American Idol judging panel as a metaphor to examine various management critiquing styles. If you haven’t been following the series, it is suggested that you begin with the first post and make your way through the [...]
Give More than Idol Feedback – Part 3 of 4 “The Sledgehammer”
As season eight of American Idol draws to a close, we’ll step back from the hype of the finale and continue to use the much ballyhooed judging panel as a means for discussing the do’s and don’ts of providing feedback to young employees. Today’s post is the third in a series of four, so if [...]
Give More than Idol Feedback – Part 2 of 4 “Cotton Candy”
American Idol continues to be our training ground for the next few days. If you’re just joining us, please go back and read Part 1, “The Fence Rider” so you’ll have context for this series. Today, we’re going to look at providing feedback to Gen Y’s via the distinct style I’ve dubbed “Cotton Candy.” Eighties [...]
More than Idol Feedback, Part 1 of 4 “The Fence Rider”
When Randy Jackson, judge on American Idol, says, “I see what you’re trying to do with this, Dude…” or “That wasn’t your best performance but it was just kinda alright,” he’s not saying much of anything. That’s a waste of time to both the evaluator and the evaluated. What good is feedback if you can’t change a behavior based on it?
Mind Boggling Loyalty; 59 Years on the Same Job
Whatever you do to earn your daily bread, and whomever you do it for, can you imagine doing the exact same job for the exact same company fifty, thirty, or even ten years from now? How about in one year? Most of us can’t. Our career is a work-in-progress; always evolving, morphing, and growing. When [...]