Description

How do you tell someone they are not performing at the level you expect or need them to, without crushing them or demotivating them, and instead making them feel supported and motivated to improve? 

Hear how Peter Vinge does it in the different performance feedback roleplays with Chris Wong and Lucie Tesarova. 

Missed part 1 of this conversation on performance discussions? Check out part 1 here. 

takeaways

• Performance conversations can be approached without discomfort.
• Role-playing scenarios can help practice feedback delivery.
• Empathy is crucial in leadership and team dynamics.
• Leaders should focus on facts rather than emotions during feedback.
• Creating a safe environment encourages open communication.
• Empowering team members leads to better performance outcomes.
• Self-leadership is essential for effective management.
• Understanding individual challenges can improve team dynamics.
• Clear expectations help align team goals and performance.
• Building rapport is key to successful leadership.

Chapters 00:00 Introduction to Performance Conversations 00:06 Role-Playing Difficult Conversations 07:15 Empathy in Leadership 15:25 Building Empathy and Understanding in Leadership 19:31 The Importance of Self-Leadership  

About Peter Vinge

Peter Vinge is the founder of TORBAY Consulting and a leadership advisor focused on helping leaders have clear, confident, and productive conversations. He works with executives and teams to strengthen accountability, alignment, and culture by addressing challenges head-on.

• www.TORBAYConsulting.com 
• https://www.linkedin.com/company/torbayconsulting 

Connect with us:

Email – tas.difficultconversations@gmail.com
Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders
Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment