Transcript 0:00 Talk to me. Information, news, and entertainment on demand. WUSradio.com. 0:09 [on-hold music] Welcome to The Peggy Smedley Show, the voice of IoT in our connected world, with your host, Peggy Smedley. [on-hold music] Hello, listeners, and welcome back to The Peggy Smedley Show. 0:25 Our guest today says it's time to maximize performance, minimize risk, and achieve superior performance in today's global marketplace. She delivers training to more than five thousand national business leaders each year. 0:40 She is a master trainer who sits on several association and community support boards. Please welcome Marjorie Mulden, author of Feedback Revolution and founder and president of Executive Forum. 0:55 Margie, welcome to the show. Well, thanks, Peggy. I'm delighted to be here. Well, we're delighted to have you as well. So I have to ask now, you know, there's so many... 1:05 We've had so many folks here who've written books, who talk about things, trying to help us become better, uh, managers and managing teams. 1:13 And today, today's millennial generation, it's difficult because you have a, a graying of America. You have a lot of millennials, and, and having a successful team is difficult. 1:25 How do you improve performance knowing that? You know, you've got to manage in a, in an environment that's got fake news one minute, everybody's hostile in [laughs] the next. 1:35 How do you keep a team effective and improving performance in an environment that's just kind of running crazy a little bit, I think? It's just always on. You know, how do you do that? It is. It, it... 1:47 You are exactly right. 1:48 It is crazy, and especially when you have teams with people from different back-backgrounds, different ages, and, uh, helping leaders and teams learn how to give successful and effective feedback, I really think improves, um, several things. 2:07 It improves employee productivity, employee morale, and employee comprehension of common business purposes and goals when they are working together. And, and how do you do that? 2:21 I mean, when you give that feedback to different generations, and as I was saying, millennials, it's hard because they, they want that positive encouragement. 2:30 They, they y- seek it, but at the same time, you know, sometimes in business, you've, you've got to be, you know, corrective action, but how do you balance that in sometimes when you're, you're rushing? 2:42 Everybody seems to be going a hundred miles an hour, and sometimes, you know, it doesn't happen, you know? 2:48 And, and but how do you balance that good with the bad kind of thing in, in a generation that, you know, is, is, you know, never, never was... always got a trophy, I guess? [laughs] Oh, absolutely. 3:01 Millennials have always been, uh, supported. They were supported by their teachers, by their parents, by their grandparents, and they've always had a seat at the table. 3:12 So they think that they are, um, they are part of the team from the get-go, and you really need to treat them as part of the team. 3:22 And if, if you can recall, our millennials helped us with our technology, our technologies and our parents' technology, our phones, our VCRs way back in the day, so they were treated as important, um, subject matter experts in the family. 3:41 So when they come to the workplace, they really feel that that is their place as well. And sometimes it can be, uh, tough because they really know some things but not everything, and balancing that is tough. 3:58 And millennials really like information delivered quickly, just like we all do now. If our phones or our websites or what we're looking up doesn't respond wit- in two to three seconds, we get impatient. 4:13 So sometimes I think millennials get a bad rap for the impatience, and we all have that, but they have definitely grown up with that. I think you have to be specific. 4:24 I think you have to get to the point quickly with them and set up goals and deliverables that can be achieved in a week, two weeks, not stretching it out for six months. 4:38 And, and that's a really great point because, one, you said quickly, I think it's important, but how do you break- [laughs] -through then that sensitivity side of it? Because there is that sensitivity. 4:48 So how do you give advice or, or, or, or receive feedback? 'Cause sometimes they wanna give feedback right in that review as well, or, or they want, they wanna say something as well. Oh, absolutely. 5:01 In our, uh, training course, I Love Feedback, we teach two particular things that I think will help answer that question. And one is, as the feedback giver, what is your intent? 5:15 Really looking closely at your intent, what you're trying to accomplish and what you're trying to get across. And secondly, what's in it for them? 5:25 We have an acronym for that, WIIFT, and it really, um, starts to change your perspective. What actually do you want them to do with the information, and how is it going to be helpful for them? 5:39 I think if we, if we, um, look at our feedback sessions through a different lens about it being about them and about their improvement, they will start to realize that they really do want this information. 5:55 So looking at all that and, and looking at the types of feedback, how is that ultimately helping build this stronger kind of team, culture, environment that you have with these m- differentTypes of individuals that work together and have to participate together in teams and doing things together. 6:14 That culture overall. Yeah. Yeah, exactly. 6:18 I think any time that we have a, um, team that is working together well, and you can probably requal-recall back, Peggy, to when you had a project or a, um, a something that you were working on and the team would work really well together. 6:38 You could almost read each other's thoughts. You would s-speak in shorthand, and that is a demonstration of trust and of, um, a seamless communication transaction process. 6:53 And, um, I think companies are looking for different approaches to replace the traditional performance evaluation process, and they're really embracing effective two-way feedback skills and creating cultures that give and receive feedback seamlessly. 7:12 Think of it as, um, if you can think of some of the reality TV shows that we have now, Dancing with the Stars, Food Network, those types of things. 7:23 Those contestants are getting feedback every week, and they want that information because they want to improve, and they want to stay on the show. They want to stay in the process. 7:36 And for us to really look at reconfiguring the way we present the feedback so that it's an opportunity for advancement, not an opportunity for blaming, shaming, or gotcha. Well, that's really great, great feedback. 7:52 We've got just about, about a minute left. What made you decide to write the book now? You've been doing these courses and, and you decide to put the book out now. 8:02 I have to tell you, I didn't think that I was very good at giving feedback. I could cheerlead pretty well, and on the other side of the spectrum, I could, um, identify areas for people's improvement. 8:16 But I didn't have a model that I could follow when I would get into an emotional situation or a situation that needed a little more exploration. 8:26 So writing the book and looking and doing the research was, um, a byproduct for my own learning and development and certainly an additional resource for our I Love Feedback courses. Well, I have to tell you that's great. 8:42 The boo-book is called Feedback Revolution. Where can our listeners get the book? The book is available at our independent bookseller, The Tattered Cover in Denver, Colorado, but also, um, on Amazon. 8:55 And you can also find the book at ilovefeedback.com. Well, thank you so much for being with us, Margie. We appreciate it, and we look forward to having you come back again and talk to us soon. Thank you very much. 9:09 I enjoyed it. Thanks for having me. Uh, all right. Thank you. All right, listeners, we're out of time, but look, we just got some great advice how we can work with our millennials and everyone else in our team. 9:18 So remember, The Peggy Smedley Show is broadcast live every Tuesday at twelve PM Central. 9:23 You can check out the, this broadcast and any others by going up to thepeggysmedley show.com, or you can learn about all the different things we have been talking about with Fog and everything else going up to connectedworld.com. 9:34 As always, we want you to tweet at us at ConnectedWMag. Thanks for listening. This is The Peggy Smedley Show, the podcasting voice of IoT and relevant technology. 9:44 Remember, with great technology comes great responsibility. Have a great week. 9:49 [upbeat music] With great technology comes great responsibility. 10:04 Follow Internet of Things tech expert and futurist Peggy Smedley, repeatedly ranked as a top IoT and M2M influencer. 10:12 Go to peggy_smedley on Twitter for her take on the latest tech news and lively interviews with other industry insiders on her weekly radio show. Visit twitter.com and search for peggy_smedley to follow her today. 10:27 [upbeat music] Video consumption is on the rise. So to reach this audience, Constructek Magazine created Constructek TV. 10:39 Constructek TV helps construction professionals leverage emerging solutions to better their business. Tune in to constructek.tv to catch the latest show on the first and third Tuesday of each month. 10:49 Like, view and subscribe to constructek.tv, bringing dynamic video to construction. 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