- Agree on your goals.
- See what good behavior looks like.
- Write out each of your goals on a single sheet of paper using less than 250 words.
- Read and re-read each goal, which requires only a minute or so each time you do it.
- Take a minute every once in a while out of your day to look at your performance, and
- See whether or not your behavior matches your goal.
- Tell people up front that you are going to let them know how they are doing.
- Praise people immediately.
- Tell people what they did right—be specific.
- Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.
- Stop for a moment of silence to let them “feel” how good you feel.
- Encourage them to do more of the same.
- Shake hands or touch people in a way that makes it clear that you support their success in the organization.
- Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms.
- Reprimand people immediately.
- Tell people what they did wrong—be specific.
- Tell people how you feel about what they did wrong—and in no uncertain terms.
- Stop for a few seconds of uncomfortable silence to let them feel how you feel.
- Shake hands, or touch them in a way that lets them know you are honestly on their side.
- Remind them how much you value them.
- Reaffirm that you think well of them but not of their performance in this situation.
- Realize that when the reprimand is over, it’s over.