Page 97 - FLL Virtual Binder 2018

I’m concerned that you’re not reading the specifications when you change lines. (specific behaviour) These may have changed since the last time you worked on that line, and there have been three occasions when re-work has been required which really slows down our pace and frustrates the team. (impact)
I’d like to hear your perspective. What are your thoughts? (input...two way dialogue follows....)
The expectation is that process will be followed so we need you to review and understand the spec’s each time you move to a new line. (desired change)
So I’ll ask the line leader to ensure that when you’re being re-assigned, time to review the spec’s is built into the schedule as you’ve suggested. And you’ve agreed to meet briefly with the leader to confirm your understanding of any new spec’s. Let’s meet again after your shift next Tuesday to follow up and review how this change is working. (summarize action and next steps)
Reactions to receiving constructive feedback include:
Shock Anger Resistance Acceptance Help
“This can’t be true! How did this happen?”
“This is crazy! No one understands what I put up with here!” “If I had a more reasonable timeline, I could have done it.” “I guess it’s true, I’ve kind of known this for a while.” “Maybe there’s some training I can sign up for.”
To address the potential reactions, ensure that you consider the individual’s perspective, continually create a safe, no blame environment, and maintain focus on the objective of the dialogue.
“In the evolution of many great teams, there comes a tipping point when success suddenly becomes expected.”
Vince Lombardi
Front Line Leadership Module: Dealing with Differences
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