Positives only, please

Next time you have a progress review – whether with your boss or the EA team you manage – consider new research published by the Chartered Institute of Personnel and Development that shows managers can improve team performance by moving away from the deficit-orientated method of giving feedback i.e. identifying what’s gone wrong and trying to fix weaknesses. Instead, strength-based performance conversations – reflecting on what worked well, why and how it can be replicated – can boost performance.