WORKPLACE COLLABORATION
5. Positive reinforcement and support. This is the most important part of this process. Reiterate that you want them to succeed and tie their success into the success of the fl ight department and into the company. Off er encouragement and confi dence in their abilities. Be sure you end this discussion on a motivating and positive note.
You will also need to acknowledge their behavior change when you witness it or when you hear it from others. This reward system is very powerful and is a motivation to continue those actions.
These steps can also be applied when presenting
more positive feedback, adjusting when necessary. You want to be sure that they do not begin to overuse their strengths. That will then become a weakness and your next conversation might be quite diff erent.
CONCLUSION The purpose of feedback is to improve weakness, minimize inconsistencies and raise awareness of neglect or preoccupation. If it is not well received, or received in a positive manner, any amount of feedback will not be enough to change behaviors. Some people will view feedback as a personal attack against them; others will be
open to hearing improvements and will determine the validity and act accordingly. The ability to look at your own behaviors from an outsider’s viewpoint will improve the performance of any individual and fl ight department.
References: Jackman, J. M., & Strober, M. H. (2003). Fear of feedback. Harvard Business Review, 81, 4, 101-7.
Novak, D. (2012). Taking people with you: The only way to make big things happen. New York: Portfolio/Penguin.
Robinson, G., & Rose, M. (2007). Teams for a new generation: A
facilitator’s fi eld guide. Bloomington, IN: AuthorHouse. Stein, S., & Book, H. E. (2011). The EQ edge: Emotional intelligence
and your success. Mississauga, Ont: Jossey-Bass.
Dr. Shari Frisinger is President of CornerStone Strategies LLC. Her research centers on being smart about thoughts, emotions and actions. Her human factors, TEM behavioral programs and consulting raise awareness of potentially disruptive or unsafe behaviors. She provides her clients the tools to ease confl ict, enhance safety and elevate
service. Dr. Shari is an NBAA PDP provider, a member of NBAA’s Safety Committee, a member of Aviation Psychology Association and an adjunct faculty facilitating leadership courses. She has presented CRM/ HF to numerous fl ight departments and aviation companies. For more information, visit
www.ShariFrisinger.com or call 281.992.4136.
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