Creating a Candid Culture in the Workplace Eileen C. Begle Assistant County Attorney Office of Harris County Attorney Vince Ryan Let’s Talk About It! Eileen C. Begle Senior Assistant County Attorney Office of Harris County Attorney Vince Ryan

This is ANDY. This is BRAD.

A candid conversation? ANDY BRAD

A candid conversation? A spontaneous apology? ANDY BRAD

ANDY BRAD A candid conversation? A spontaneous apology? Or lots of GOSSIP about Andy? ANDY BRAD

This is EDWARD. This is DIANE.

This is Frank.

Candid Culture If we had 8 simple steps to having candid conversations?

Candid Culture Managers Coworkers Employees Constituents Stakeholders

Two Reasons For Feedback To maintain behavior To change behavior

Effective Feedback Timely Quick Specific

Effective Feedback Timely within 7 days Quick < 2 minutes Specific < 2 issues at a time

FACTS not Opinions. Effective Feedback Timely within 7 days Quick < 2 minutes Specific < 2 issues at a time FACTS not Opinions.

Opinions are not Feedback “He’s lazy.” “She’s not a team player.” “He has an attitude problem!” More examples on Page 3

“He is a hard worker!” “He is very smart.” “She is a team player.” Even When Favorable “He is very smart.” “She is a team player.” “He is a hard worker!”

Creating the Culture It’s never too late.

Set Clear Expectations

Quit Guessing. Ask Questions. The more we know how people like to work, the less likely we will be to damage the relationship.

Explain what and why. Empathize. Say, “I’ve noticed…” and the facts Explain what and why. Empathize. Say, “I’ve noticed…” and the facts. Describe the impact. Ask, “What are your thoughts?” Make a suggestion. Get an agreement. Say, “Thank you.” FEEDBACK FORMULA