Page 67 - Leveraging Up ebook by Joanne Linden 2021 ACE Peer Network

Leveraging Up!

a process, their performance or even your own. Always ask and
listen first. If someone even senses that they are being attacked by

the way a question is asked of them, or if a conversation begins with

an accusation, your team member is likely to shut down or only focus
on defending themselves. Make sure they feel that speaking with you

is a safe space and that their opinion is respected.

Clarify Expectations. Clarity is key. Be candid – straightforward and

honest about what you expect of their performance or of a specific
process. Make goals clear, concise and achievable. When it comes

to individual expectations, this should be catered to the team
member’s abilities. Since no two people are the same, individual

expectations should be tailored in a way that will not intimidate them

to the point that they give up. You want to provide an opportunity for
them to feel motivation through confidence allowing them to flourish.

Follow Up with your team after any feedback is received. You want

them to feel that their opinion is valued, and they need to be aware
that you are taking things seriously in evaluating any circumstance.

This is especially important when dealing with conflict. Following up

shows that you care about their well-being as well as the morale of
the office.

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