Dr. Philip Z. Maymin believes we should stop thinking of people as buckets that we fill with knowledge when we teach them. It works better to provide them with puzzles that they have to solve themselves, analyzing what does and doesn't work. To read the LinkedIn article based on this video, visit https://www.linkedin.com/posts/seniamaymin_learninginnovation-learninganddevelopment-activity-6772894136950489088-rBl3 For more videos in this series, visit the TOOLS menu at https://mycoach.zone

What do you believe that others in your field don't agree with? * At its core, there are ways that feedback just can't be fixed. * HR swings between "the system is broken," and "people are broken." * Receiving feedback sits at the intersection of conflicting needs: wanting to grow, but it's still a struggle. * Be transparent about the struggle. * Provide appreciation. * Focus on the challenge of receiving. For more about Sheila Heen, visit https://www.linkedin.com/in/sheila-heen-b8a59a6/ For more videos in this series, visit https://mycoach.zone

Based on the book by Chris Voss, Never Split the Difference. https://amzn.to/3mLhW0n "How am I supposed to do that?" Leads to a mindset shift. For more videos in this series, visit https://mycoach.zone

Intro: (0:00) Believe Series Question: (0:37) * Begin with compassion, even when someone royally messes up. * In a royal messup, there are often two victims (2:36) * Address it right away (4:00) * Conduct a root cause analysis – 5 whys (5:15) * Involve the team in problem-solving (7:13) Further questions: (11:25) For an article based on this video, visit https://www.linkedin.com/pulse/bringing-humanness-back-feedback-kelly-beischel-senia-maymin View Kelly's bio at https://mycoach.zone/coaches/kelly/

To get better managers, help them learn a coaching language. * "Next time…" leads to an automatic focus on the future. * "To [benefit], [direction]." Persuasion as well as instruction! * "I noticed…" Catch people in the act, and give in-the-moment coaching. * Afterwards reflect: "What did I say? Was it effective? Could it have been better?" Read more about Joy at https://www.linkedin.com/in/joyvanskiver/ To read the LinkedIn article based on this video, visit https://www.linkedin.com/pulse/coaching-language-managers-joy-van-skiver-senia-maymin For more videos in this series, check out the Tools menu at https://mycoach.zone

Sherri Fisher demonstrates 5 steps 1) Thank you for … 2) I noticed… 3) I feel … 4) I want… 5) Will you please …

Three things that are important, two tools each: 1. Things about the manager: * What do you most need? (0:48) * What are our big rocks? (1:50) 2. Things about me and the manager: * Roles and goals (3:21) * High/low/trenches/needs (4:34) 3. Moving forward in my career (5:33) * Next steps (6:30) * Experiments I'm running (8:05) For more videos in this series, visit https://mycoach.zone/workremote