Amaka Ntuabunauzor

The first thing to do is understand why they're upset. If that could take too long, start a simple chat where everyone can share their feelings. This is because when people talk openly and listen to each other, they start to calm down And in this way, they can work together better and focus on reaching the organization's goals.

Start by talking to the team. Ask everyone what they think success means. Listen to their ideas. Then, explain what success should look like. Make sure everyone is on the same page before moving forward. If someone is not doing well, help them understand why. Show them how to improve. Keep checking in with the team to make sure everyone is on the same page. Celebrate when someone does well.

- Acknowledge their concerns: "I get that there might be some doubts about the accuracy of our performance data, so let's break it down together." - Show rather than tell the process: I can walk you through how the data was collected and verified to ensure it’s reliable. - Show them past success examples: We've used similar data in the past with great success, and I’m confident that by involving you in the review process, we can address any concerns. - Conclude by helping them see they are stakeholders in the process: Trusting this data will help us make smarter decisions and ultimately benefit our team’s performance.

Here's an example of articulating your career goals during an interview, "In the long term, I aspire to lead a team in developing innovative solutions within [industry/field], contributing to impactful projects. I’m particularly excited about this role because it aligns with my goal of deepening my expertise in [specific skill or area], which I see as essential for my growth. In the short term, I’m eager to expand my knowledge in [related field], and I’m excited about the opportunities at [Company Name] to achieve these goals while contributing to the team’s success." Ensure your goals are realistic and attainable within the context of the role and industry. Authenticity will resonate with interviewers more than vague statements.

When facing resistance from colleagues, it's important to approach feedback in a personable and understanding manner. Start by acknowledging their perspective and expressing your appreciation for their efforts. Use "I" statements to share how the situation is affecting the team or project, and ask for their input on potential solutions. This collaborative approach fosters a sense of mutual respect and encourages a more open and constructive dialogue. By being empathetic and focusing on shared goals, you can help ease the resistance and work together towards a positive outcome.

There's a time for everything. A time to share negative feedback and a time to refrain. By framing feedback around the positive impact of the team's unique contributions, you can reignite their sense of purpose and responsibility. Thereby using feedback as a powerful tool for lifting/encouraging team members to achieve results.