Podcast appearances and mentions of tamra chandler

A provocative conversation with Ernst & Young's Tamra Chandler and Laura Grealish on performance management, feedback, and rewards: why flawed models, methodologies, and mindsets persist (hint: organizational inertia and the CYA reflex), and what can be done to revolutionize performance management. Also, why feedback has such a bad rep and what needs to be done to “redeem” it.

Many of our beliefs and ideas about feedback are incorrect and counterproductive and have been long distorted by our experiences. Feedback doesn’t have to be a dirty word that brings up feelings of self-doubt. Our ability to give and receive feedback can take our productivity to another level, especially with the added complexities of communication […] The post Feedback Doesn’t Have to Hurt—with M. Tamra Chandler appeared first on The Conferences for Women.

On this episode of ProjectHR, M. Tamra Chandler, author of Feedback (and Other Dirty Words) discusses ways we can fix the feedback process.

Featured ContentTeaching is about relationships. While students, parents, and administrators all expect you to partner with them, your connections with colleagues will play the largest role in your ability to enjoy your work and grow as a professional.Tracy from Rhode Island, our guest from episode 56, had some great insight following our episode 57 discussion about the value of Twitter for educators today.In a vox to our PodcastPD Voxer group, she honed in on AJ's point about building your PLN and connecting and learning from the teachers closest to you. Those would be your colleagues in your grade level, department, and your building and district.So today we're going to talk about ways we've been great colleagues, failed at being great colleagues, and we hope to inspire your next positive teaching relationship.Strategies for Being a Great Colleague:Care so you can be cared forGive and takeLearn from others' experienceBe a great listenerMake good choicesResources MentionedQuiet Leadership: Six Steps to Transforming Performance at WorkDigital Minimalism: Choosing a Focused Life in a Noisy WorldWhat We're Listening ToAJ: Still listening to Feedback (and Other Dirty Words) by M. Tamra Chandler and Laura Grealish as mentioned on episode 56.Chris: Art of Manliness #551: Inside the Gangsters' Code – Lou Ferrante was a mobster who worked for the Gambino crime family and made a trade out of hijacking trucks loaded with expensive goods. Eventually, the law caught up with him and he ended up in prison. There, he discovered a love for reading and writing which set off a personal transformation that led to him leaving the mafia. After his stint in jail, Lou went on to become an author and the host of a Discovery Channel documentary series called Inside the Gangsters' Code.Stacey: Note to Self-How to Create Good Digital Citizens – Right from wrong. We teach our kids what this means in the classroom and at home. But what about online? The next generation of tech users could be a part of much more civilized digital universe, but only if they learn how now. Manoush talks to Richard Culatta (CEO of the International Society for Technology in Education) about the five steps to creating good digital citizens, and how to turn the current online “culture shift” into something positive, respectful, and more accessible to all.Feedback“Thank you @Twitter for helping me to grow as an educator and meet people like @iruntech @AJBianco @mrnesi ” ~ @tinamonte“Great episode of @PodcastPD on the relevance of Twitter for Educators. Is Twitter still relevant for educators? If it's not…what is? I'd argue that the relevance hasn't changed, but maybe the ways that we use Twitter might need to evolve.” ~ @sadieclorinda“Twitter is still the best PD. This year I'm teaching Digital Leadership and through Twitter, I was able to connect with @JCasaTodd and @mbfxc It's amazing I was able to connect with the authors of the two books I read to create the curriculum for the class. @digcitinstitute” ~ @breicher“This needs to be a regular conversation!! I get so frustrated with Twitter as an educator anymore. Such a powerful tool, but we aren't using it like that. #edchat” ~ @micheeaton“Big shout out to @PodcastPD I appreciate the honest convo about the value of Twitter. Excited to share the latest episode with #ATUDL Our group is learning about the power of Twitter.” ~ @mmatpCheck out Mike's podcast – Inclusive Technology 4 AllIn response to Mike “This podcast DID make me rethink how I use Twitter 2day compared 2 when I 1st joined. I share more resources now & I gain so much via twitter chats…” ~ @ksuding“Oh man, YES! It is still very relevant. I've made more connections than I ever thought I would with Twitter and I constantly benefit from the PD I can find here. It's only as good as we make it with participation but I know so many that find it relevant.” ~ @TeachPg21New @PodcastPD Followers on Twitter:@DrSencibaugh@JaneKerslake@eyeonaxs@AlisaTeSelleOTR@LeoniaPrincipal@Link_pd@SueTranchina See acast.com/privacy for privacy and opt-out information.

Featured ContentIn 2008, Twitter came on the scene as a micro-blogging platform that asked its users, “What are you doing?” The social media platform quickly became a tool and resource used by educators around the world. In this episode, we discussed the relevance and value of Twitter to educators today.There are points where we agree and disagree. We also know that there is still a lot to say on the topic and we would love to hear from you about the relevance of Twitter in education. Contact us here.Thank you to Tracy Enos, Mike Brilla, and Stephanie Lewis who all contributed their thoughts for this episode.Twitter topics discussed:Why did you join Twitter?Has your use of Twitter changed from when you started?Is Twitter still relevant for you? Other educators?Positives and Negatives of Twitter for EducatorsIf not Twitter, what?What We're Listening ToAJ: Feedback (and Other Dirty Words): Why We Fear It, How to Fix It by M. Tamra Chandler and Laura Grealish (audiobook)Feedback: the mere mention of the word can make our blood pressure rise and our defenses go up. For many of us, it's a dirty word that we associate with bias, politics, resentment, and self-doubt. However, if we take a step back and think about its true intent, we realize that feedback needn't be a bad thing. After all, understanding how others experience us provides valuable opportunities to learn and grow.The authors explain how feedback got such a bad rap and how to recognize and minimize the negative physical and emotional responses that can erode trust and shut down communication. They offer a new and more ambitious definition of feedback, explore the roles we each play as Seeker, Extender, and Receiver, and introduce the three Fs of making feedback focused, fair, and frequent.When it's done right, the feedback has been proven to be the most effective means of improving communication and performance for you and your organization. It's too important to give up, and with Chandler and Grealish's help, you'll be able to use it deftly, equitably, and effectively.Chris: Danica Patrick – Pretty Intense – I'm Danica Patrick and I'm Pretty Intense! I believe that each and every one of us has the power within ourselves to create the life that we really want. And I want to inspire you to go conquer your dreams, both professionally and personally. That's why I created this podcast.Stacey: Land of the Giants – In less than two decades, Amazon CEO Jeff Bezos scaled an online marketplace for books into the world's most valuable company. But at what cost? From Prime and HQ2, to the growing adoption of smart speakers and home cameras, to increasing scrutiny of Amazon's power and its role in the changing nature of work, Vox and Recode's new podcast, Land of the Giants: The Rise of Amazon, addresses it all with detailed, thought-provoking, measured reporting from host Jason Del Rey. And it's not just for insiders. This show is an essential guide to Amazon's backstory for those unfamiliar and offers never-before-told, behind-the-scenes stories for the Amazon-obsessed.FeedbackDan Kreiness (via Twitter) re: Episode 56Ken Morrison, Mylasia (via Speakpipe) – Favorite Podcast: Big Questions with Cal FussmanNew @PodcastPD Followers on Twitter:@MechanicJacki@aloah@EducatingMe@mrsleban@EmilyWilk54@m5music1@cassandrazing@McDonoughCST@MissJacksonHMS@smscoachingWH See acast.com/privacy for privacy and opt-out information.

We are not built the same when it comes to receiving feedback in the workplace. What might seem as open and direct to one person can seem completely harsh and really sharp to another. Feedback can sometimes break or make someone. How you deliver it matters greatly. When done in the right way it can be the most effective means of communication and performance for you and your organization. Join me today as we redefine what feedback is with M. Tamra Chandler and Laura Dowling Grealish, the authors of the book Feedback and Other Dirty Words - Why We Fear It, How to Fix It. In this episode, Tamra and Laura explain how feedback got such a negative connotation. They share how we can minimize the bad emotional and physical reactions that destroy trust and halts communication. They also offered helpful solutions, suggestions, as well as new definitions to create a better framework for feedback. We can’t totally get rid of no feedback but we can always redefine it! In this episode, you will learn about: Why feedback is such a huge component to the growth of a business, its people, and organizations The problem with the way feedback is being portrayed right now Re-imagining feedback as a fluid ongoing conversation, free of angst and judgment The 5:1 ratio  Actionable suggestions to improve feedback Tamra and Laura’s take on Carol Sandford’s ‘No More Feedback’ book The fine art of noticing Short feedback and long reflections The ‘Shit Sandwich’ method of giving feedback and why it’s not advisable to resort to it How to get better at feedback?   --- What did you think of this episode? Give us a 5-star rating and write a review on Apple Podcasts, or take our survey. Contact Brandon: Email Brandon.Laws@xeniumhr.com or connect on LinkedIn, Twitter or Instagram Learn more about Xenium HR at xeniumhr.com Follow Xenium on Twitter, Instagram, or LinkedIn. --- More about Tamra & Laura: Tamra is the CEO and co-founder of PeopleFirm, a talent management and organizational performance consultancy that has earned consistent recognition as a top place to work. She has been named twice as one of the top 25 consultants in the US by Consulting magazine. Laura is a management consultant at PeopleFirm and was a previous Director of Consulting Services at Orion Advisor Services. She has deep experience in designing high-performance teams and has over 20 years of leadership experience under her belt when it comes to helping clients create strategic alignment, talent management, performance management, succession and leadership development programs. Connect with Tamra & Laura: Tamra Chandler - LinkedIn Laura Dowling Grealish - LinkedIn Resources mentioned in this episode: Feedback (and Other Dirty Words): Why We Fear It, How to Fix It by M. Tamra Chandler and Laura Dowling Grealish Transform Your Workplace: More Consciousness, Less Feedback with Carol Sanford PeopleFirm

Tamra Chandler had just bought into a partnership and lost all of her equity when the firm experienced a forced closure. Tamra responded by building a successful organization elsewhere and has continued positively impact the lives of colleagues and clients. She’s now on a mission to reboot feedback.

How physically strong are you? Interestingly, men today are not as strong as they once were. I begin this episode with the explanation of why that is and the surprising health consequences of not having the physical strength of your ancestors. http://www.menshealth.com/fitness/grip-strength-weaker-today“Can I give you some constructive feedback?” Usually, that question is followed by some criticism you would probably rather not hear. The “annual performance review” is a good example of this. Yet feedback – when done correctly – can be very powerful and quite helpful according to Tamra Chandler, founder and CEO of PeopleFirm, LLC and author of the book Feedback (and Other Dirty Words) Why We Fear It, How to Fix It (https://amzn.to/2Z10SXB). Tamra joins me to explain how to better give and take feedback and why this is so important. How important is it for children to have siblings? Is being an only child a handicap? That has been an assumption for a long time but lately it is being questioned. Listen as I explain what the research says about the pros and cons of being an only child. https://www.psychologytoday.com/us/blog/one-true-thing/201106/susan-newman-the-case-the-only-childThe purpose of having a conversation is to communicate and share thoughts and ideas. However, a lot of conversations seem more about making a point or telling people why they are wrong and/or why you are right. Communications expert Andrew Blotky has worked in political communications at Facebook, The White House and Congress and he is author of a book called Honestly Speaking: How the Way We Communicate Transforms Leadership, Love and Life (https://amzn.to/2YL4W36). Andrew joins me to discuss a better way to approach important conversations so that everyone feels heard and ideas are actually shared.This Week's Sponsors-Capterra. To find the best software for you business for free go to www.Capterra.com/something.-LinkedIn Job. For $50 off your first job post, go to www.Linkedin.com/podcast

In a recent podcast with Tamra Chandler, founder and CEO of PeopleFirm, she spoke about one of the main obstacles with seeing big improvements in employee engagement is the fact that many of today’s corporate leaders are used to how it’s always been. They earned their success in past decades at a company that likely didn’t value their experience so they don’t feel a need to focus on the employee experience now. To listen to the rest of the podcast visit Forging Employee Experience. To stay in touch with Tamra, visit her on LinkedIn or at https://www.peoplefirm.com/. --- Support this podcast: https://anchor.fm/forgeant/support

For the past several decades, we have been surveying employees. On a typically annual basis, most organizations send out a survey to ascertain the sentiment of the workforce. These surveys often serve the primary purpose of helping to identify large trends or themes in an organization that should be either spread or stopped. Unfortunately, the idea of creating a positive work experience for the employees hasn’t been a focus of most of these surveys. And so, we have seen very little movement in these past decades towards making work a better place to be. Why? After billions of dollars and so many years of work, how come we still don’t focus on the employee experience? We focus on what we measure. Stakeholders haven’t focused on employee engagement as a measure of the health of an organization. Instead they focus exclusively on profit. Making money is the main reason any company exists. Without profit (or donations), there is not company. However, the link between increased profits and a positive employee experience has become so well established that stakeholders are missing out on a huge metric for gauging the financial health of a company. Imagine if public companies were forced to include their Employee Experience scores on their 10k. We would see a lot more investment in the mental, emotional, and physical health of employees. And all of those companies who put employee experience as a priority, would see big jumps in internal innovation, company profits, and average tenure. In a recent podcast with Tamra Chandler, founder and CEO of PeopleFirm, she spoke about one of the main obstacles with seeing big improvements in employee engagement is the fact that many of today’s corporate leaders are used to how it’s always been. They earned their success in past decades at a company that likely didn’t value their experience so they don’t feel a need to focus on the employee experience now. To listen to the rest of the podcast visit Forging Employee Experience. To stay in touch with Tamra, visit her on LinkedIn or at https://www.peoplefirm.com/. If we ever want to see meaningful change in how companies treat their employees, then we have to hold leadership accountable to those metrics. Employee engagement metrics were never designed to live in the HR department; hey should live in the board room. Once stakeholders start holding executive leadership accountable for the experience of the employee, employee engagement will skyrocket. --- Support this podcast: https://anchor.fm/forgeant/support

In this episode of For the Record, we converse with Michelle Frederick and Colin Gerker from American University’s Human Resources Talent Development team to discuss trends in performance management, ways performance management differs from a traditional model of annual performance appraisal, and practical ways to incorporate performance management into your work to improve your team’s outcomes. Guests: Michelle Frederick, Interim Director of Talent Development, Office of Human Resources, American University Colin Gerker, Performance Consultant, Office of Human Resources, American University Key Takeaways: Incorporating performance management best practices can increase your team’s performance by 40% over the traditional year-end appraisal process alone; performance management is a collaborative and iterative process, conducted year round; relationship building and engagement with your staff is critical; clearly articulating expectations and providing consistent, ongoing, meaningful feedback on day-to-day work is the secret sauce. Performance Management Resources: Books:Beyond Performance: How Great Organizations Build Ultimate Competitive Advantage – by Scott Keller and Colin PriceThe Change Book: Change the Way You Think About Change – by Tricia Emerson and Mary StewartThe Making of a Manager: What To Do When Everyone Looks To You – by Julie ZhuoStress Less, Accomplish More: Meditation for Extraordinary Performance – by Emily FletcherRelationonmics: Business Powered by Relationships – by Andy RossThe Employee Experience Advantage, How to Win the War for Talent by Giving Employees the Workspaces They Want, the Tools They Need, and a Culture They Can Celebrate – by Jacob MorganThe Culture Code: The Secrets of Highly Successful Groups – by Daniel CoyleRaise Your Game: High-Performance Secrets from the Best of the Best – by Alan Stein and Jon Sternfeld Answering Why: Unleashing Passion, Purpose, and Performance in Younger Generations – by Mark PernaThe Vibrant Workplace: Overcoming the Obstacles to Building a Culture of Appreciation – by Dr. Paul White and Gary Chapman Harvard Business Review’s Manager’s Handbook: The 17 Skills Leaders Need to Stand Out The Essential HR Handbook: Quick and Handy Resource for any Manager or HR Professional by Sharon Armstrong and Barbara MitchellPodcasts:HR Congress – Rethinking Performance Management with Tamra Chandler, author of “How Performance Management is Killing Performance And What To Do About It.”Chartered Institute of Personnel and Development (CIPD) – Strengths in Numbers: What’s New In Performance ManagementHR Happy Hour – We’re Only Human – How to Build a Performance Management Approach that Works

We chat with WorkHuman 2019 speaker Tamra Chandler on fixed vs. growth mindset, why peer feedback matters, and how to avoid the feedback sandwich.

Today we’re talking to Tamra Chandler who is the founder and CEO of PeopleFirm, one of Forbes Magazine’s 2018 America’s Best Management Consulting firms. A nationally recognized thought leader, author, and speaker, Tamra has spent most of her thirty-year career developing new and effective ways for people and their organizations to perform at their peak. In 2016, she wrote the acclaimed book, “How Performance Management is Killing Performance and What to Do About It.” In this episode, we explore how existing performance management practices are often not only ineffective but detrimental in workplaces and why leaders hang on to them.  Tamra helps us to explore the alternatives and how focusing on strengths, building our growth mindiset feedback muscles and improving psychological safety with coaching focused development conversations can help people thrive in their roles. Connect with Tamra: Website:  http://www.peoplefirm.com/ You’ll Learn: [02:23] - Tamra explains why she's found that performance management processes are generally killing performance in workplaces. [05:55] - Tamra shares how performance conversations can help people to develop their strengths and improve psychological safety. [08:46] - Tamra explains why despite all the evidence we have about helping people to thrive at work, organizations continue to persist with performance management approaches that are ineffective. [11:49] - Tamra outlines the steps workplaces and leaders can take to improve their performance management processes. [14:42] - Tamra explains why managers struggle to accurately rate most people’s performance at work. [16:05] - Tamra suggests rating how managers feel about their people’s future potential is a better way to assess people’s talent in workplaces and why these conversations should be transparent. [18:17] - Tamra explains why workplaces need to arm people with the courage and capability to seek more feedback on their own. [20:41] - Tamra provides some tips on what leaders can do to improve people’s performance – regardless of their workplace's performance management systems. [23:15] - Tamra completes the lightning round. Your Resources: MPPW Podcast on Facebook Thanks for listening! Thanks so much for joining me again this week.  If you enjoyed this episode, please share it using the social media buttons you see at the bottom of this post. Please leave an honest review for the Making Positive Psychology Work Podcast on iTunes. Ratings and reviews are extremely helpful and greatly appreciated. They do matter in the rankings of the show, and I read each and every one of them.  And don’t forget to subscribe to the show on iTunes to get automatic updates. It’s free! You can also listen to all the episodes of Making Positive Psychology Work streamed directly to your smartphone or iPad through stitcher. No need for downloading or syncing. Until next time, take care!  Thank you Tamra!

Interview with Tamra Chandler

Performance management is in dire need of a revamp. With its annual review inspiring fear and dread in employees, management, and HR professionals alike, its old-fashioned, top-down approach has never motivated anyone. Now talent expert Tamra Chandler has created a welcome alternative that effectively takes performance management out of the dark ages! As the author of How Performance Management is Killing Performance, she's highlighting 8 fatal flaws that is crucial to address. 

Stephen Devlin the leading expert of Bank on Yourself™ and The Infinite Banking™ concept in Canada, is passionate about helping clients become financially selfempowered and set for life by educating and coaching them on key principles that put them in control of their money and create long-term financial stability and security. M. Tamra Chandler a bona fide people maven. She's spent the majority of her career thinking about people, researching how they're motivated, and developing new and effective ways for organizations to achieve the ultimate win-win: inspired people driving inspiring performance.  Chandler is also the CEO and co-founder of PeopleFirm, one of Washington State's fastest-growing businesses and most successful women-owned firms. An award-winning leader in her field (recognized twice by Consulting Magazine as one of the top consultants in the U.S.), she is the author of How Performance Management is Killing Performance - and What to Do About It For more information go to MoneyForLunch.com. Connect with Bert Martinez on Facebook. Connect with Bert Martinez on Twitter. Need help with your business? Contact Bert Martinez. Have Bert Martinez speak at your event!

“This process isn’t about things. It’s not about computer soft-ware, surveys, review forms, or process plans. No, the real key to this whole thing is people. It’s about talking to them, listening to them, engaging them, trusting them, and above all, never losing sight of the fact that the process must serve them and not the other way around.” – M. Tamra Chandler Reboot Performance Management from Tedious to Trans-formative: Lessons from a Talent Strategist  It’s time to rethink performance management — or risk losing your best and brightest to a firm that does. Old-school performance management, with its bell curves, forms, hounding emails and awkward negotiating, won’t cut it with today's workforce. Moreover, everyone in the world of work knows it, including HR professionals. The annual dreaded rite known as the Performance Review is universally acknowledged as the least likely to engage those involved. It’s high time we rethink PM. Enter talent pioneer M. Tamra Chandler. With decades of experience with clients from giant multinationals to small nonprofits, this award-winning consultant has an insider’s understanding of what’s broken about traditional performance management — and how to fix it. Chandler created the PM Reboot — an innovative, customizable solution for better managing talent. It’s all contained in her new book, How Performance Management is Killing Performance — and What to Do About It. Having spent a career thinking about how to best motivate performance, Chandler offers a clear, crisp method for rebooting the paradigm. As she notes, to get inspired performance takes inspired people — and engagement is best sparked with authentic motivation, not administrative minutiae. People-centric, filled with humor, and down to earth, the approach is well suited to a multi generational, global, hyper-connected, 21st-century workforce. How Performance Management is Killing Performance is a must for anyone interested in the junction of people and organizations. It presents tools and ideas to engage organizations and employees in the creation of something better, and practical examples that offer model routes out of the quagmire of archaic methods. Based on thorough research and solid rationale, it combines common sense with sound business strategies. Success is based on people, says Chandler: Rethinking how you manage performance will greatly benefit your bottom line. Readers will also learn: The (research-based) 8 fatal flaws of traditional performance management. 8 “shake the kaleidoscope” concepts to shift your (and others’) thinking. How to engage millennial employees with crowd sourcing and other social media tools. Why a work culture based on need-to-know kills the urge to participate. How to recruit “change champions” to support your revamp efforts. The myth of “one size fits all” talent management — and how to design a solution customized to your organization and your people. Ms. Tamra Chandler is a bona fide people maven. She’s spent the majority of her career thinking about people, researching how they’re motivated, and developing new and effective ways for organizations to achieve the ultimate win-win: inspired people driving inspiring performance. She’s also the CEO and co-founder of PeopleFirm, one of Washington State’s fastest-growing businesses and most successful women-owned firms. An award-winning leader in her field (she’s been recognized by Consulting Magazine twice as one of the top consultants in the U.S.), she is the author of How Performance Management is Killing Performance — and What to Do About It.

Kathy Hammond, Account Manager of Talent Assessment, Western Region for PSI Services, and Tamra Chandler, the CEO and Founder of PeopleFirm join Chris Dyer to talk talent, engagement and the challenges of company culture.This show is brought to you by Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

Kathy Hammond, Account Manager of Talent Assessment, Western Region for PSI Services, and Tamra Chandler, the CEO and Founder of PeopleFirm join Chris Dyer to talk talent, engagement and the challenges of company culture.