How Managers Try New Things Without Damaging the Team

A lot of young managers are scared to try new styles or tools because they don’t want to confuse team members or rock the boat. Don’t let fear get in the way of your success or happiness.

The simple solution is to incorporate in a very straightforward feedback mechanism into your weekly one one ones (not doing weekly one on ones? You’re behind —better get on it.)

During your 1-on-1s with each team member, implement the following:

1. Give them positive feedback on 1+ specific thing they did. Big or small. Highlight a win. Ideal if it’s very recent events (immediate feedback is best).
2. Give them constructive feedback on 1 thing they could have improved on.
3. Ask them “what is the thing I did [since our last meeting, or other time interval] that most got in the way of you being able to do your job?” Note the frame of “what is” vs. “is there” — there always is, and people rarely will volunteer critical info unless your org is already set up that way.
4. Ask them “what is the thing I did [since our last meeting, or other time interval] that most annoyed you or took away from our culture?”
5. Ask them “what is the thing I did [since our last meeting, or other time interval] that was most helpful to your work?”
6. If you have been trying something new (like an authenticity experiment):“I’ve been trying out some new things to become a better team member… Was there anything I did this past [time period you experimented] that made you feel uncomfortable or you felt was super weird in a bad way? Was there anything I did this past [time period you experimented] that you feel like improved our culture?”

As you ask for this feedback, your genuine openness sets the tone. If you’re feeling uncomfortable remember:

1. Breathe
2. Do not defend or justify, even if there’s a great excuse
3. Ask any clarifying questions you might have
4. When they’re done, ask “is there more”
5. Thank them genuinely for the feedback

If you feel like you need more help or want to grow at hyper-speed, you might be ready for executive coaching.