The idea for “Fired or promoted” comes from a conversation I had with a client who told me that the tendency to avoid conflict in her leadership team is so prevalent that “you never know if you are fired or promoted when you receive feedback”. I thought it was a funny notion.
A common difficulty for leaders in giving feedback is being trapped in a communication pattern that is either “too soft” or “too harsh.”
Often, this polarized stance is covering an underlying tension: we want to express care and accountability at the same time, but we don’t know how.
Focusing on clarifying the nuances of our conflicted thoughts is a useful way to step outside of the “too soft” or “too harsh” box.
Because the best feedback you can ever receive as a leader is: “Thank you for being so clear!”
Reflections: What is are your communication trends? Too soft or too harsh? Do you have tips to step outside of the “too soft”/“too harsh” box?