“We've got to set expectations with the employee. And when we say a word like expectations in that way, it feels like, Oh, we've got to be the school principal. We've got to tell you the rules, because if you don't follow the rules that I'm going to reprimand you. So, people don't really like when they say, Oh, you've got to set expectations. But really, all it is communicating how you want the person to operate. How do you want this deliverable? How do you want them to be?”

Cecilia Gorman Top Five Tips For Giving Feedback

1. Consistent, Productive One-on-Ones

2. Setting Expectations with Employees

3. Understanding the Receivers of Feedback

4. Putting the Topic in the Ring

5. Preparing for Feedback Conversations

TIME STAMP SUMMARY

01:13 Importance of one-on-one for building trust and rapport

04:22 Determining when to document expectations vs keeping them verbal

10:18 Enabling open discussion of issues and feedback

15:20 Preparation is key

Where to find Cecilia

Website https://ceciliagorman.com/

LinkedIn https://www.linkedin.com/in/ceciliagorman

Cecilia Gorman Bio

Cecilia Gorman is an advertising industry veteran, spending the bulk of her career at Y&R Advertising where she was VP, Creative Services. She led In-house Creative Operations at Oakley and was head of HR and Training as VP, Organizational Leadership at Innocean USA, the agency of record for Hyundai Motor America.

She owns Creative Talent Partners, a training consultancy focused on new and struggling managers and the teams they lead. She co-founded a female-focused training program, Empowership, and is the creator of Manager Boot Camp, a 4-module digital course for managers of all levels. It's been her mission to inspire, educate, and motivate managers toward their greatest potential.

Past clients include Sempra Energy, San Diego Gas & Electric, Texas Christian University, Easterseals, GGallaudet Univeristy, American Business Bank, and ASICS.