Overview:
As a department we are moving towards a coaching and feedback driven environment. Leadership is being asked to challenge and develop their teams. In order for that to be successful, we need to establish a baseline for coaching and development. I am proposing activity driven training sessions for agents. The primary goal in these training sessions is to promote a feedback driven culture. It is important that everyone know and understand that feedback and coaching are good things.
What is Coaching?;
"A method of directing, instructing and training a person or group of people, with the aim to achieve some goal or develop specific skills. There are many ways to coach, types of coaching and methods to coaching. Direction may include motivational speaking and training may include seminars, workshops, and supervised practice."
What is Feedback?:
“Feedback is the information sent to an entity (individual or a group) about its prior behavior so that the entity may adjust its current and future behavior to achieve the desired result.”
Culture:
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Culture helps move us forward and also raises morale. We have a fun culture that is incredibly unique. What I am proposing is that we challenge ourselves to take our culture a step further. It’s important that our leadership promote and build a feedback based culture. However, it is irrelevant if we don’t teach our people how to receive and give feedback.
Where are we now?
Every agent is at a different level in their professional development. Some agents have been on teams in the past where they experienced great feedback and coaching. Other agents have never truly worked in a coaching and feedback driven culture. Those agents may receive feedback and take it with a punitive and negative connotation. They believe that leadership exists as a form of punishment. It’s easy to assume that everyone knows how to be coached but, that is not the case.
What this training will look
– Which always out ways the cost of coaching!! Staff Shortages Reduced staffing levels can also play a part when arranging coaching. When you take an individual out of the normal working environment there is a gap to fill. If your place of work is currently short staffed it is not always easy to arrange cover and this can course a problem with output in the short term. Location
Feedback is an excellent tool to provide employees with information and guidance. Feedback consists of two-way communication. Employee feedback provides managers with clues regarding how they are hindering or aiding their subordinates ' work performance. Supervisory feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Feedback increases self-awareness. Proverbs 19:20 states “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come.” If presented correctly, feedback is not positive or negative. It is just data to make someone aware of the impact of his/her skills and behaviors on
Culture is the summation of language, food, traditions, and customs of people of a shared background. Culture influences how people interact with one another and how they interpret the world. Two important facets of culture are explicit and tacit. Knowing both is essential to the process of ethnography and observing other cultures. My micro culture, of working as an RA as the UTSA campus, contains many tacit and explicit elements. Culture is a constantly shifting and it influences every part of our daily lives.
2.1 Constructive feedback at work is important, allowing us to understand where we need improvement, helping us work to the best of our ability, and meeting standards in the health care polocies and proceidures. However, when feedback is not posotive, people can react in different ways, showing signs of anger or upset. Some people are willing to receive critisism, taking it well, to aid them with improving their performance.
In Feedback as a gift, Friedrich discusses his points on how feedback should be viewed. The author describes feedback as a gift and if we view it that way it would change our mindsets when receiving it. On another note the article by Stone and Heen, Difficult conversations 2.0: Thanks for the feedback, the main focus is on the benefits we receive from accepting feedback and becoming a skillful receiver. The author also discusses why we as humans reject feedback calling these reactions triggers. In Max Performance Feedback, Sadri and Seto discuss the three different types of feedback. Each articles content is crucial to one’s professional development.
The article explained how virtual coaching was very different from mentor feedback, in the since that coaching is an immediate type of feedback using online technology. The findings concluded that while participants were enrolled and receiving virtual coaching support their use of evidence based classroom management practices increased significantly. It presents the findings of a research conducted to evaluate the efficacy of the virtual coaching model, offering a possible solution for developing teachers' initial and continued employment of such classroom management practices. In reaching that conclusion the authors suggested that more widespread use of virtual coaching would benefit in-service teachers in classroom management. The article was easily comprehended by using the survey table which represented data from evidence based practices since the completion of the virtual coaching. It the table gave readers a good idea of what strategies actually worked well. The fact that the article highlighted the fact that teacher praise was one of the most effective classroom management practices; it lacked providing some example forms of teacher
The 360-degree feedback system can be very delicate in nature. A person not well ready for it could be thrown out of balance. It can also generate some new problem in an organisation. It not designed and conducted well, it posses the potential danger of a candidate developing wrong perceptions or notions about one or more of his auditor and creating new perspective towards them. It is therefore, unavoidable and significant to handle the process well and make it foolproof. The first important step is to examine whether the organisation is ready for it or not. The second important step is to examine if the candidate is ready for it. For the purpose of systematic analysis and examination of the problem at hand, the studies by the several researchers have been reviewed. Baron, (2009) examines that managers who received upward feedback about their supervisory behaviour significantly improved their behaviour and improves the subordinate ratings of managerial performance. Similarly, Baron, (2009) found that employees were favourably disposed toward associate rating. The feedback is positively related with fulfilment with prior peer ratings and negatively associated with perceived friendship bias and years of company experience. Subordinates’ ratings of leadership were significantly higher following feedback from subordinates under which a highly structured session is there where leaders discussed the feedback results with subordinates (Baron, 2009).
I wanted to start telling the story of our experience by sharing the feelings I brought into this exercise. A few years ago I underwent an experience of coaching through several sessions that left me this taste in the mouth that the coaching as a tool to develop others is not very effective. I have not taken the time to deeply analyze what went wrong but in general if I had to choose to do it again I think I would choose another methodology to foster change. Its objective in general is to assist in building behavioral skills, but in my opinion to really look for a long lasting change you need to give a deeper understanding to the lack of a certain skills, strongly reflect on the variables linked to it as could be the emotions, values and motivations that conduce you towards a behavior different that that one desired. Personally, I enjoy seeking information that allows me to jump beyond the facts, and staying on the behavioral side of the reality limits my passion for inspiration and insight.
Some administrators use clinical supervision or peer coaching to determine from which it is obtain the most feedback and some other uses this methods or the combination of both (Hooker, 2014). It is important the comparison of both methods in order to identify the benefits of each. The clinical supervision includes a developmental evaluation that is meant to assist and improve the instruction of teachers (Glickman, et al., 2010). It is necessary to do a preconference, lesson observation, analysis of the information and interpret the teaching observed, and a post conference to determine the effectiveness of the process. In the clinical supervision are steps to follow: first, during the preconference the administrator and teacher identify the process, purpose or reason of the ob...
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
Feedback is a type of communication that we give or get. Sometimes, feedback is called "criticism," but this seriously limits its meaning.
Hattie, J., & Timperley, H. (2007). The power of feedback. Review of Educational Research, 77(1), 81-112.
According to University of Reading (2012), “Feedback can improve a student's confidence, self-awareness and enthusiasm for learning.” Feedback is important because it helps student understand their progress whilst achieving goals. Goal can be anything for instance to pass with good grades, to learn and understand the topic etc. Feedback helps to identify your strengths and weaknesses. For example, imagine yourself learning to play basketball, you have a coach who is guiding you and providing constant feedback on your progress versus you teaching yourself; big difference in terms of monitoring and feedback isn't it?
Feedback is one form of assessment that teachers think will take long, however, if given orally to the students it allows them to correct what they are misunderstanding or doing wrong. Most teachers feel that feedback is meant to be written down but it is not necessary to do so. Oral feedback as well as written feedback can be very effective and beneficial for a student if done correctly. According to Leahy et al (2005), “To be effective, feedback needs to cause thinking. Grades don 't do that. Scores don 't do that. And comments like “Good job” don 't do that either. What does cause thinking is a comment that addresses what the student needs to do to improve…” (p. 22). I felt that this quote was very fitting to what I did in the classroom while walking around and checking up on the students. Instead of saying “good job” or “looks good,” I found myself watching bits and pieces of several
Students need feedback, clear expectations, and a schedule to follow throughout the day so that teachers spend less time directing behavior and more time is spent actively engaged in learning. There should be more time consumed on strengthening positive behavior and fewer on the negative.