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I would recommend pointing out errors one on one, not in a meeting of a manager's direct reports. In this one on one, I would feign having trouble understandin
by stevewilhelm 9y ago
I would recommend pointing out errors one on one, not in a meeting of a manager's direct reports.
In this one on one, I would feign having trouble understanding the model and ask the manager to walk you through it in more detail so you can understand it. During the review, ask some pointed questions that will lead the manager towards the error.
In many cases while explaining the model in detail, the manager will discover the error on their own.
This approach allows the manager to save face. Many times, the manager will be very relieved and many times they will realize you knew there was an error all along.
- hugs 9y agoI like this approach. It sounds like a play right out of "How to Win Friends and Influence People". But... This also needs a good chunk of maturity and trust in both the employee and manager. Doesn't mean don't try it, but also don't be surprised if it doesn't work.
- sasas 9y agoIt plays out exactly as described in "Crucial Conversations: Tools for Talking When Stakes Are High"[1]. Recommended. [1] https://www.amazon.com/Crucial-Conversations-Talking-Stakes-Second/dp/1469266822 https://www.amazon.com/Crucial-Conversations-Talking-Stakes-...
- spdionis 9y agoSecond take away for me should be: it doesn't matter if it's your manager, or a random person on the street, allow people to save face in any situation possible.
- actsasbuffoon 9y agoThis is fantastic advice. I wish I had followed it.