I find immense satisfaction in coaching leaders on this topic because tangible steps can be taken, yielding concrete results.

The leadership team should model the practice of giving and receiving feedback, hold their direct reports accountable for doing the same, and ensure the practice extends throughout the organization.

A strong house starts with a solid foundation just as a successful employee starts with setting and agreeing on expectations. You need something solid to anchor things to. Clear expectations serve as that anchor in the employee/leader relationship. While this seems basic and straightforward, it is often the root cause of performance issues that I see everyday in my coaching practice.