Post by John Uliano on Oct 27, 2021 15:29:37 GMT
PDSA
• What was your Plan?
My plan was to provide encouragement to a team member. At present, based on team dynamics and my current practice, encouragement/praise is not something I do very often, although it is something I have done with prior teams. I hope that in doing it conveys a sense of appreciation, while deepening my connection with my team members and legitimizing my leadership role.
• What did you Do?
After meeting with a team member for a project we are working on, I sent her a very complimentary email providing positive feedback on how her assistance during the meeting was helpful to me and our completion of the project.
• What did you Study and learn from your test?
The staff member thanked me for the appreciation. As expected, she welcomed the acknowledgment, and a result felt appreciated. Later in the day, I sent her a follow up task regarding the project we are working on and she was quick to respond that she would work on it as soon as possible.
• What is your next Act?
I have a follow up face to face meeting (via Zoom) scheduled with my colleague. I am interested to see if she interacts with me differently. While she is pleasant to meet and work with, I am interested to see whether she acts more warmly, with more energy, or her disposition is different or more positive in any way. Follow up steps would be to find opportunities to encourage other team members through the use of praise.
Encouragement/Discouragement Worksheet
Scenario #1: Your assistant sent an important memo to your boss that had a number of embarrassing errors. She’s usually very efficient, but sometimes she does too much at one time and she’s made mistakes like this before.
Positive response: “I appreciate your focus and the support you provide on our projects. I would like for you to take a second look at this memo and we can rewrite it together to ensure all communication to our boss is clear and effective.”
Scenario #2: You catch some of your team members talking about last night’s football game when they should be working on a very important project that’s due the next day. Everyone’s been working hard on it for a week.
Positive response: “What a great game last night…the Giants really pulled it out in the 4th quarter. Kind of like our team – pulling together in the final quarter to get this project submitted by tomorrow. What are you guys focusing on to make sure we score a touchdown on this assignment?”
Scenario #3: An employee, who’s otherwise reliable has missed a deadline for the second time in a month. This happened before when her mother was sick but this time she didn’t give a hint of any problem until it was too late.
Positive response: “You’re a valuable member of our team and always conscientious of our deadlines. I know you have been managing a lot at home and work, and I want to be a better support to you. Together, for this next project, let’s set up a timeline as to how we’re going to tackle it.”
• What was your Plan?
My plan was to provide encouragement to a team member. At present, based on team dynamics and my current practice, encouragement/praise is not something I do very often, although it is something I have done with prior teams. I hope that in doing it conveys a sense of appreciation, while deepening my connection with my team members and legitimizing my leadership role.
• What did you Do?
After meeting with a team member for a project we are working on, I sent her a very complimentary email providing positive feedback on how her assistance during the meeting was helpful to me and our completion of the project.
• What did you Study and learn from your test?
The staff member thanked me for the appreciation. As expected, she welcomed the acknowledgment, and a result felt appreciated. Later in the day, I sent her a follow up task regarding the project we are working on and she was quick to respond that she would work on it as soon as possible.
• What is your next Act?
I have a follow up face to face meeting (via Zoom) scheduled with my colleague. I am interested to see if she interacts with me differently. While she is pleasant to meet and work with, I am interested to see whether she acts more warmly, with more energy, or her disposition is different or more positive in any way. Follow up steps would be to find opportunities to encourage other team members through the use of praise.
Encouragement/Discouragement Worksheet
Scenario #1: Your assistant sent an important memo to your boss that had a number of embarrassing errors. She’s usually very efficient, but sometimes she does too much at one time and she’s made mistakes like this before.
Positive response: “I appreciate your focus and the support you provide on our projects. I would like for you to take a second look at this memo and we can rewrite it together to ensure all communication to our boss is clear and effective.”
Scenario #2: You catch some of your team members talking about last night’s football game when they should be working on a very important project that’s due the next day. Everyone’s been working hard on it for a week.
Positive response: “What a great game last night…the Giants really pulled it out in the 4th quarter. Kind of like our team – pulling together in the final quarter to get this project submitted by tomorrow. What are you guys focusing on to make sure we score a touchdown on this assignment?”
Scenario #3: An employee, who’s otherwise reliable has missed a deadline for the second time in a month. This happened before when her mother was sick but this time she didn’t give a hint of any problem until it was too late.
Positive response: “You’re a valuable member of our team and always conscientious of our deadlines. I know you have been managing a lot at home and work, and I want to be a better support to you. Together, for this next project, let’s set up a timeline as to how we’re going to tackle it.”
