by Trigena Halley | Mar 24, 2016 | Communication, News, Resiliency
Giving feedback is one of the most common things we do as parents, spouses and co-workers. When feedback is done well it leads to increased satisfaction, performance and motivation, when not done well it can cause conflict, stress and confusion. As parents one of the best things we can do for our children is to provide both motivational and developmental feedback that contributes to their success. There are typically two forms of feedback - motivational and developmental. Motivational feedback identifies what was done well and why it was important - the individual receiving the feedback understands the positive impact and how to replicate the behavior or action in the future. Developmental feedback identifies what needs to be improved or changed and why that change is necessary. Giving feedback can either be a distributing or contributing process. Distributing feedback is a one-way communication process whereby on person provides their viewpoint while contributing feedback is where a discussion occurs and both parties provide input. Two questions to consider as we give feedback: Am I doing it effectively so behavior can be replicated or changed? Is my feedback distributing (telling) or contributing (designed to impact behavior)? A good feedback model is the STAR approach: S/T (Situation or Task) - Situation or Task - the behavior, action or task. A (Action) - the action taken or not taken R (Result) - the result of the action taken or not taken Emotional vocabulary also gets us in trouble when we give feedback - these are words such as always, never, everybody and nobody. These allness words tend to over exaggerate and cause the other...
by Trigena Halley | Mar 19, 2016 | Blog
Giving feedback is one of the most common things we do as parents, spouses and co-workers. When feedback is done well it leads to increased satisfaction, performance and motivation, when not done well it can cause conflict, stress and confusion. As parents one of the best things we can do for our children is to provide both motivational and developmental feedback that contributes to their success. There are typically two forms of feedback – motivational and developmental. Motivational feedback identifies what was done well and why it was important – the individual receiving the feedback understands the positive impact and how to replicate the behavior or action in the future. Developmental feedback identifies what needs to be improved or changed and why that change is necessary. Giving feedback can either be a distributing or contributing process. Distributing feedback is a one-way communication process whereby on person provides their viewpoint while contributing feedback is where a discussion occurs and both parties provide input. Two questions to consider as we give feedback: Am I doing it effectively so behavior can be replicated or changed? Is my feedback distributing (telling) or contributing (designed to impact behavior)? A good feedback model is the STAR approach: S/T (Situation or Task) – Situation or Task – the behavior, action or task. A (Action) – the action taken or not taken R (Result) – the result of the action taken or not taken Emotional vocabulary also gets us in trouble when we give feedback – these are words such as always, never, everybody and nobody. These allness words tend to over exaggerate and cause the other...
by Trigena Halley | Feb 24, 2016 | Change Management, News
Life Coach Trigena Halley from Peak Performance visited Fresh Living with great tips on how to navigate the changes and transitions in life. One of the great things about Utah is the four seasons; my favorite is Fall because it is the season that signals the most change.change in schedule (for me, kids are back in school), temperature, color, winter is coming (which brings ski season) etc. As I think about the seasonal change it draws my thoughts to how we think about, approach and go forward when change occurs in our lives. Much like life, nature doesn’t give us a choice in change, it happens whether we are ready or not! Watching the mountains change with the seasons made me think how the mountains don’t necessarily change but the seasons themselves change the look of mountains. Much like us, who we are generally stays the same, how we approach the “seasons of life” are what changes and grows. William Bridges, author and expert on change leadership makes a distinction between change and transition. According to Bridges, “change is external and tied to a certain situation, transition is the internal, emotional process of how you respond and come to terms with that change.” The understanding between change and transition is key to working with change and helping others navigate change successfully. William Bridges following perspective: The Ending (Change Occurs) Neutral Zone (Evaluation Time) New Beginning (New Normal) Whether good, bad or indifferent, driven by us or happened upon us, change requires a new pattern of doing, thinking and behaving. The Ending (Change Occurs) - most of us know when...
by Trigena Halley | Feb 19, 2016 | Blog
One of the great things about Utah is the four seasons; my favorite is Fall because it is the season that signals the most change….change in schedule (for me, kids are back in school), temperature, color, winter is coming (which brings ski season) etc. As I think about the seasonal change it draws my thoughts to how we think about, approach and go forward when change occurs in our lives. Much like life, nature doesn’t give us a choice in change, it happens whether we are ready or not! Watching the mountains change with the seasons made me think how the mountains don’t necessarily change but the seasons themselves change the look of mountains. Much like us, who we are generally stays the same, how we approach the “seasons of life” are what changes and grows. William Bridges, author and expert on change leadership makes a distinction between change and transition. According to Bridges, “change is external and tied to a certain situation, transition is the internal, emotional process of how you respond and come to terms with that change.” The understanding between change and transition is key to working with change and helping others navigate change successfully. William Bridges following perspective: The Ending (Change Occurs) Neutral Zone (Evaluation Time) New Beginning (New Normal) Whether good, bad or indifferent, driven by us or happened upon us, change requires a new pattern of doing, thinking and behaving. The Ending (Change Occurs) – most of us know when we are here, it happens - we move, change jobs, have kids, get married, get divorced, lose our job, start a job….the list...
by Trigena Halley | Jan 13, 2016 | Change Management, News
We set goals with excellent intentions, however most of us tend to fall short of those life goals and not necessarily because they are unrealistic, but because we fail to make room in our life to achieve the goals and we fail to address where we might have in-congruence either internally or externally with our goals. Five key approaches that support successful goals: Establish Goals - Determine what you want to achieve - make sure it is clear, achievable and desirable. Define Success - Define what success looks and feels like, must know what it is to achieve it. Release Assumptions, Beliefs, Habits and Behaviors - determine what you need to release in order to make room for new behaviors, habits, etc. Design and Execute - design your plan and begin executing the plan. Check Ecology - check where you internally or externally are incongruent with our goals and execution plan. Most of us stop at tactic 4 in the process of setting goals. Then 6 weeks later we wonder why we are not moving forward in accomplishing our goals. Ecology takes into account the consequences of a planned action or change. Ecology considers the outcomes of the goal and whether it is positive for the individual, supports the overall goal of the group as well as the relationships important to us. To be successful, conducting an ecology check before you move forward will greatly enhance goal achievement. If there is in-congruence or negative type of outcomes that will happen if you execute on your goals which are not addressed and considered you will be far less likely to...
