I will admit that as a mother of a 14 month old son, I have been indoctrinated into the world of Thomas the Train. Given my other interest of leadership development, however, I think I view it from a unique perspective. For those unfamiliar with the little blue train, his ultimate goal at work is to be "really useful." Do any of us really want anything different. Accomplishment makes us proud of what we've done and energized to do more. It makes us engaged. So is keeping employees engaged as simple as making them feel, acknowledging that they are, and constantly challenging them to be "really useful?" What are your thoughts?
We've all read lots of books and articles on giving feedback, but what is the best way to receive feedback? My default response used to be to explain my position, show how I do what the person is asking, or show how I wanted to but someone else prevented me. If I am caught off guard or stressed, these are still my gut instincts. However, I have learned two much more constructive ways to respond to feedback that I strive to use more often. The first started as I became more self-aware and felt comfortable and safe acknowledging and working on my weaknesses. If someone points something I am aware of and I feel safe (i.e., it is pointed out in a private forum versus a public forum) the best thing I can do is say "I know, do you have any suggestions or advice that will help me?" If someone has the courage to step out of their comfort zone to point out a way I can improve, it is a safe bet they've thought about it beforehand. The second way to handle...
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