Comments on: Boo or Yay Manager? http://people-equation.com/boo-or-yay-manager/ Musings on mastering the people equation by Jennifer V. Miller Sat, 04 Sep 2010 11:40:25 +0000 hourly 1 http://wordpress.org/?v=abc By: Ken Trupke http://people-equation.com/boo-or-yay-manager/comment-page-1/#comment-101 Ken Trupke Sun, 20 Sep 2009 21:54:57 +0000 http://jennifervmiller.com/?p=196#comment-101 That's a powerful way for teams and team leaders to experience the power of encouragement and feedback. It seems like only in sports do we remember to encourage progress, not just accomplishments. As to managers finding the right amount of encouragement to give, as Marcus Buckingham suggests in "The One Thing You Need to Know", the talent of the great manager is knowing how to treat different people differently to bring out the best in each person. That’s a powerful way for teams and team leaders to experience the power of encouragement and feedback. It seems like only in sports do we remember to encourage progress, not just accomplishments.

As to managers finding the right amount of encouragement to give, as Marcus Buckingham suggests in “The One Thing You Need to Know”, the talent of the great manager is knowing how to treat different people differently to bring out the best in each person.

]]> By: Monica Diaz http://people-equation.com/boo-or-yay-manager/comment-page-1/#comment-98 Monica Diaz Sun, 20 Sep 2009 15:54:34 +0000 http://jennifervmiller.com/?p=196#comment-98 Great way of illustrating the power of appreciative feedback. If you need to choose between the two, appreciation goes a longer way. Even corrective feedback, done in a positive manner, as in "I believe you can make better progress if you stop doing that (or improve the other)". It always impresses me that for many leaders this seems counter-intuitive. Thanks for sharing a simple and effective way of driving the message home. Great way of illustrating the power of appreciative feedback. If you need to choose between the two, appreciation goes a longer way. Even corrective feedback, done in a positive manner, as in “I believe you can make better progress if you stop doing that (or improve the other)”. It always impresses me that for many leaders this seems counter-intuitive. Thanks for sharing a simple and effective way of driving the message home.

]]> By: Thomas Waterhouse http://people-equation.com/boo-or-yay-manager/comment-page-1/#comment-97 Thomas Waterhouse Sun, 20 Sep 2009 13:15:42 +0000 http://jennifervmiller.com/?p=196#comment-97 Such a wonderful teaching tool! I have long defined criticism or emotional abuse as “anything that we say or do that closes the spirit of another”. In this experience, the “Yay-ed” person has the benefit of an “open spirit”, and the creativity that flows from that “being-state”. The “Booed” person has a “closed spirit”, and tends to “freeze” in fear. The difference is encouragement or criticism. What a wonderful demonstration of this fascinating inter- and intra-personal managerial dynamic! Indeed, encouragement has many fine nuances, but the point is clear... Be a “Yay-Manager”! Oh yeah, my thoughts about this article. YAY!!! Such a wonderful teaching tool! I have long defined criticism or emotional abuse as “anything that we say or do that closes the spirit of another”. In this experience, the “Yay-ed” person has the benefit of an “open spirit”, and the creativity that flows from that “being-state”. The “Booed” person has a “closed spirit”, and tends to “freeze” in fear. The difference is encouragement or criticism. What a wonderful demonstration of this fascinating inter- and intra-personal managerial dynamic! Indeed, encouragement has many fine nuances, but the point is clear… Be a “Yay-Manager”! Oh yeah, my thoughts about this article. YAY!!!

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