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ON THE MOVE WARE MALCOMB ANNOUNCES PROMOTIONS OF GREG SPON TO PRINCIPAL, REBECCA MOORE TO DIRECTOR, INTERIOR ARCHITECTURE & DESIGN IN NASHVILLE, TN OFFICE Ware Malcomb, an award-winning international design firm, announced the promotions of Greg Spon to principal and Rebecca Moore to director of interior architecture and design in the firm’s Nashville office. Spon joined Ware Malcomb in 2015 as a senior project architect in the firm’s San Diego office. A strong and impactful leader, he’s been promoted on three separate occasions prior to this recent promotion. In 2022, he was named regional director, overseeing the newly

opened Nashville office and expanding the firm’s Southeast footprint. “Greg is an invaluable asset and widely respected across the firm and with clients nationwide,” said Jason Dooley, regional vice president, Ware Malcomb. “He’s been the perfect fit as leader of the Nashville office, and we look forward to his continued impact in the role of principal.” Since joining Ware Malcomb in 2023 as Studio Manager, Moore has served as an integral member of the leadership team focused on the success of the Nashville office. She brings more than 22 years of experience and an extensive background in managing corporate, education,

aviation, public safety, and government projects in Tennessee and the Southeast region. Moore is a ULI and International Interior Design Association member and has earned NCIDQ certification. “Through her diligent work, leadership, and expertise in interior design, Rebecca, in just one year, has greatly impacted our Nashville office and the local market,” said Spon. “She is respected by colleagues, clients, consultants, and staff alike, and we look forward to her contributions to the firm in this new role.” Ware Malcomb opened its Nashville office in April 2022. The firm has been working with clients across Tennessee for more than nine years.

Recognition and reward can also help you create a positive and supportive work environment and foster a sense of teamwork and collaboration. Recognition and reward can take various forms: It can be as simple as verbal praise. There is power in saying “thank you” to someone doing the small things correctly. Public recognition, such as announcing or showcasing your team’s achievements in a meeting, a newsletter, or a social media platform. Tangible rewards, such as bonuses, incentives, gifts, or certificates. Career development opportunities like training or mentoring. ■ Use available resources. The last strategy for effective performance management is to use the resources you have available. When preparing for a potentially difficult conversation or review, talk through the situation with your human resources representative, if possible, or a peer to gain an outsider’s perspective. This can often help fine-tune the feedback to ensure that you maximize its effectiveness. Connect with your human resources representative to support your preparation as this will help ensure you are in compliance with your company’s policies and procedures. Whether a new or seasoned leader of people, if you set clear expectations, provide timely feedback in a constructive manner, recognize the wins of your team members, and use the resources you have at your disposal in preparation for challenging conversations, you will be more effective at performance management. Not only will you be more effective when managing the performance of your team, they will be more engaged leading to higher levels of performance. John Butt, MBA is interim civil director at Ulteig. Contact him at john.butt@ulteig.com.

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engineer. Sharing expectations tailored to the roles and responsibilities of the position, with as much specificity as possible is important in eliminating any grey area. Providing these expectations for all levels can also be a transparent way to allow individuals to work toward their next position. By setting clear expectations, you can help to create a more productive and harmonious work environment. is the next essential component of performance management, as it helps your team members know how they are doing, what they are doing well, and what they need to improve upon. Providing feedback that is both timely and constructive will also help build trust and rapport with your team. However, occasional, or inconsistent feedback that is critical in nature or focused solely on shortcomings can negatively impact employee morale. This can best be facilitated during recurring touch base meetings, not by waiting for formal performance reviews. Constructive feedback means that you provide ■ Provide timely and constructive feedback. Feedback your team members with specific, actionable, and balanced feedback, not just vague, generic, or harsh feedback. It is also important to remember to give feedback about the action not the person. This will help avoid the tendency of the individual receiving feedback to get defensive. One particularly effective method for delivering feedback is the STAR method. This involves describing the Situation, Task, Action, and Result of the feedback. remember to intentionally take the time to recognize the positive contributions team members make. This is one way to help team members feel valued and appreciated, while also increasing motivation and engagement. ■ Recognize positive contributions. It is important to Another critical component of providing positive feedback is avoiding the appearance of only recognizing negative instances of performance. People are not inspired or motivated by someone they view as overly negative.

THE ZWEIG LETTER APRIL 29, 2024, ISSUE 1535

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