tag:blogger.com,1999:blog-3898011123869523877.post498746802248428614..comments2022-12-02T09:03:22.190-06:00Comments on Gexbert: You can’t handle the truth! ...but they can.Brenda Martin Memorialhttp://www.blogger.com/profile/07967257815159096320noreply@blogger.comBlogger1125tag:blogger.com,1999:blog-3898011123869523877.post-29329444436289118022014-05-06T11:51:36.384-05:002014-05-06T11:51:36.384-05:00Definitely a good leadership strategy. I would al...Definitely a good leadership strategy. I would also say, be clear about setting expectations of what you expect of your direct reports. Don't expect them to "know" what they are supposed to accomplish. At least set goals and targets, especially if it is not obvious or spelled out. Be clear (as specified earlier in the main post), not only in feedback on performance, but what would constitute good performance before you ever have to communicate for the performance review. Setting up clear communication and explicit targets for accomplishment go a long way in motivation of people. Share your vision with your direct reports of where you are and where you wish to go.Anonymoushttps://www.blogger.com/profile/00357469904832204247noreply@blogger.com