![]() ![]() The lack of clarity in their communication can lead to ambiguity and a much longer path to correcting problem behaviors in the counselors they supervise. People prefer to hear feedback directly, but most firsttime supervisors are not yet comfortable with confronting issues head on. Invariably, everyone crosses to the direct side of the room. Once we discuss the advantages and disadvantages of each strategy, I ask the group to divide according to how they prefer to receive feedback. The room is always unbalanced, with more people preferring a softer, gentler approach to giving feedback. I ask the group to separate themselves into two categories - on one side are the leaders who prefer to give feedback indirectly on the other are leaders who prefer a more direct approach. My favorite exercise to do with our incoming leaders helps them analyze and articulate their own communication style. ![]() Those leaders will deal with violated expectations earlier, discuss disappointments without encountering defensiveness, and solve accountability problems without damaging friendships. Equipping new leaders to navigate high stakes conversations with confidence builds stronger leaders and improves the relationship between counseling and leadership staff at camp. Inexperienced leaders lack the tools to effectively address problem behaviors with their counselors, but this can be overcome through training. Talk like this often precedes a request for someone else to intervene and solve a problem, or it comes attached to a list of reasons why that problem will persist. How many of these sentences have you heard from inexperienced leadership staff? ![]()
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