Team Accountability

Overview

Making corrections can be a delicate balancing act, whether it is from a supervisor to a subordinate or co-worker to co-worker. Choosing the correct mechanism of delivery and the right tone of voice can make all the differences in how it is received. It is important to remember that past influences, how you were taught, coached and corrected, affect the present. Some of what you learned may have been great and helpful, while other strategies that you use may not be. Many of us have learned by osmosis, from a parent or coach; we unthinkingly say and do the same thing, regardless if it is even effective. We may have to think deeper about how to use corrections and erase or add some new techniques. Let’s consider the following actions items…

Talk with the person, not at them. No one likes being singled out and made to feel foolish. Try to assure it’s a two-way conversation, done privately, even if changes need to occur. Avoid making corrections in email or texts if at all possible; tone can easily be mistaken especially if the issue is important

Avoid being a “know it all,” as your authority will diminish quickly. If you have ever been the recipient of a conversation with someone who acts like they are the “authority,” consider if any progress was made with the correction? How did the tone or approach make you feel? Motivated or dejected? Make certain that your corrections come off as constructive and helpful, not arrogant and annoying.