Six Month Check-In, Looking for Advice

7 Comments

1. AnonymousApril 1,2024 at 2:35PM UTC

   A colleague of mine always counsels her team to "bring solutions" when raising problems. Rather than just dump an issue on her desk, she wants them to come with work arounds and ideas. So if there are too many cooks in your kitchen, be prepared to discuss how you would change that or modify the current team structure.

   For example, if too many people are providing feedback to you at once or you see that decision by committee delays progress, come to the table with ideas like: single point of contact that collects feedback, hard deadlines, teams document to provide input, etc.

   Showing up to this 6-month check in with JUST problems will be challenging. Best wishes.

2. AnonymousApril 1,2024 at 2:57PM UTC

   Honestly, this is so helpful because its giving me a framework to phrase my issue and provide a way forward. My too many cooks problem is it's too many people saying different things about projects that they ultimately aren't leading and it's creating confusion within the organization. For example, I met with a colleague about something, she said great, what does that have to do with X consultancy? So, I explained nothing actually. Then they asked if X consultancy would be helping with something else, to which I said, no, as I understand it, I'm now responsible for the something else.

3. TinaApril 1,2024 at 3:33PM UTC

   Be Constructive, Not Critical: Focus on providing constructive feedback rather than simply criticizing. Explain the challenges you faced and suggest how things might be improved for the next person in the role.

   Use "I" Statements: Frame your feedback from your perspective to avoid sounding accusatory. For example, "I found it challenging when..." rather than "This is a problem because...".

   Balance the Negative with the Positive: Mention what you appreciated about the role alongside the challenges. This helps to create a balanced view and shows that you're fair in your assessment.

   Be Specific and Factual: Provide specific examples to illustrate your points. This makes your feedback more credible and actionable. Avoid generalizations that can be interpreted as personal grievances.

   Focus on Your Experience and Growth: Discuss how the challenges contributed to your professional growth. This can turn a potentially negative conversation into a positive reflection on how you've grown and what you've learned.

   Keep It Professional: Regardless of your personal feelings, keep the conversation professional. Avoid gossip or personal attacks on colleagues or management.

   Offer Solutions, Not Just Problems: If possible, suggest solutions or improvements for the issues you're highlighting. This shows you're not just complaining but are interested in making things better.

   Prepare and Practice: Before having the conversation, take some time to prepare your key points. Practicing beforehand can help you articulate your feedback more clearly and calmly.

   Remember, the goal of sharing feedback about the less favorable aspects of a role should ultimately be about fostering understanding and improvement, both for yourself and the organization.

4. AnonymousApril 1,2024 at 3:47PM UTC

   Thank you, this is really great advice! So very helpful! I appreciate it.

5. AnonymousApril 1,2024 at 5:06PM UTC

   I would make a grid in a spreadsheet to show what you have accomplished. Then also show some areas where you can see improvement. Make the commentary from the side of improvement vs complaint. If there are specific communication or collaboration issues with certain teammates ask your leader to help guide you through how to shift the dynamic for success for all. Then be sure to set goals within that meeting for the next 90-120 days so that you can continue to track your progress which can help you move up as your career progresses. Stay on topic of you and success and helping them be successful too. If your concerns are about external resources and you are getting unclear or mixed direction perhaps finding a clear way to unblock that will be topic of the conversation.

6. AnonymousApril 1,2024 at 5:16PM UTC

   Approach them with "answers" rather than "problems." You will not be taken seriously if you give a laundry list of problems with no solutions. If you go in with ideas on how the situations can be corrected, you will be seen as a potential leader.

7. AnonymousApril 2,2024 at 7:32AM UTC

   Thanks for asking this question. So much great advice here.