Feedback Articles and You
Feedback Articles & You
MBA/MPM 510
Janice Powell
Professor Parkman
Spring, 2016
Difficult Conversation 2.0: Thanks for the feedback
The article discusses ways to improve feedback as a receiver. It also showed ways for the feedback giver to value feedback. Topics covered included the three important ways of becoming a good receiver and the reasons why we as human beings reject feedback in the workplace, as well in your relationship. It gave techniques to use to make the most out of feedback was was given and ways to be a good receiver (Stone & Heen).
When supervisor wants improving feedback, they tend to sometimes come across negative. I believe that Difficult Conversation 2.0 would be a great
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It speaks about how ?Executive should be clear with their reason for the feedback and that the person receiving it has a clear understanding to why?. It also, stresses the need to provide the receiver will be amenable to make sure that they understand the feedback. It proclaims that it is also right to value one?s feedback.
I believe that ?Feedback as a Gift? would work in developing corporations. ?In order to build strong productive relationship requires that the leaders be open to opportunities to learn from others, and help each other to do the same?. Like it stated if we view feedback as a gift, it would become more vulnerable---both for the giver and receiver (Friedrich, P. (2012)).
Sometimes, we give feedback but we aren?t mindful on how it comes across. Professional is supposed to be just that, we are to remain professional at all times, even when speaking with others. I believe that Feedback as a gift would help developing management learn to speak in a way that comes across professionally without hidden
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From that moment moving forward I felt as though my supervisor wasn?t as happy as he claims about my performance. We sit down together and talked about the evaluation and it was my supervisor who wasn?t clear on his feedback. When giving feedback we need to be receptive and show appreciation, we can?t assume anything. I believe that if we all would take the time to absorb our thoughts on what we want to say it would come out clear and understandable.
Max Performance Feedback
The article focuses on the role of feedback while improving employee performance. It states that not giving a feedback to employees is always detrimental. It also recognized giving both positive and negative feedback can improve a person performance when expressed. Furthermore, it says that feedback should be given with a model of established goals, directed towards goal-oriented behavior that the recipient can manage (Sadri & Seto, 2011).
It also shows that both negative and positive feedback has its dangers and that both should be present within
The thesis, or the main idea of the book, is that by using specific communication techniques, we can turn difficult discussions into productive learning conversations.
The positive feedback provided me with things my respondents believe I should continue doing. Some respondents noted that I am confident and motivated. The results also showed that my respondents think I am efficient. Another response was that I adapt to change well. Other words like cheerful, encouraging and fun to be around were some of the positive responses received. Great communication is also something noted that I should continue to do. My responses showed that I am a hard worker. According to the respondents of the survey, I am a good listener and very supportive of others. These responses helped to boost my confidence because they helped me to know that there are things that I am good at and things that I should continue doing. It is also nice to known that people notice little things about you that are positive.
The spoken words have magical impact on workforce as each human mind has deepest desire of being addressed or spoken to. It helps in inspiring the teams and touching their emotional chord. Hierarchy rules of top down approach, may not find favour with contrarians. They know the meaning of getting the feedback at the ground.
...olution or mutual agreement among others. Both models are a part of this transaction and show the need for systems thought. The results of any message, though, are never complete until another interprets it as intended. Feedback is necessary to confirm receipt of the message, in this case understanding and agreement by a group. In this transaction, the feedback is not only agreement from the meeting, but by what continues thereafter. The feedback of success here appears evident by the lingering conversations after the meeting. The manager’s chats are positive and supportive of the program. It is an optimistic view, with no negative criticism or wrongful interpretations thus far. In this case, it appears resolution is a complete success. This is not always the case. Time and the future shall tell- if managers really can agree.
First type is positive feedback. This type of feedback we all love but too much positive feedback can cause us to become complacent with our work. Receiving this type of feedback is definitely encouraging to a worker and it stands out the most due to the fact of how well it made us feel. The next type is negative feedback, which to us means failure. We do not like how receiving negative feedback feels so we usually do not accept unfavorable information. There is also a tendency for the recipient to try to place blame on another individual, constant explanations as well as only fixing the behavior to avoid it in the future. Doing so may change the individual’s actions but if they have no guidance with it he or she may still not perform at a desired behavior. The last type of feedback is no feedback at all. The article states, that no response feedback at all is detrimental to the employee’s performance in the workplace (Sadri and Seto, 2011). There has to be some type of encouragement or motivation for them. The authors have a good rule to follow with feedback, “Since the purpose of feedback is to motivate and inform, we suggest that the ratio of positive to negative information that an individual receives is very important. Three positives followed by one negative is a good ratio” (Sadri and Seto, 2011, p.
Feedback is a first person communication skill that is a fundamental aspect for personal and professional development. Feedback involves communicating information of ones observed strengths, weaknesses, and suggestions for improvement on tasks performance or behaviours towards another, and its purpose is to benefit and provide insight to the feedback recipient (De Janasz, Wood, Gottschalk, Dowd & Schneider, 2006). This form of communication is characterised as specific, descriptive, constructive, as well as supportive (Shute, 2008). As illustrated in the video (2:17), feedback is demonstrated by an initial positive observation, followed by the presentation of the feedback itself. Subsequently, there was an invitation of response to gain further understanding and clarification, an appropriate suggestion for improvement, followed by a positive encouragement. According to De Janasz et al. (2006), these demonstrated components of feedback are considered effective. The above explanation of feedback ther...
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).
In this chapter, I learned new ways to give and to accept feedback. Personally, I like getting feedback. I like it because it allows me to improve on my work. For example, whenever I write essays I like to have another person look at it so they can catch any small, or even big, mistakes that I may have done. This chapter also taught me that too much negative feedback can really take a toll on a person negatively. When you give somebody too much negative feedback, that person can start to think that they’re doing everything completely wrong and can really be detrimental to their self-esteem. To give good feedback, you should give the person more positive feedback than negative. You should use constructive rather than destructive feedback. Constructive feedback is more information specific and issue specific based on observations without using judgement. Destructive feedback is full of judgement and isn’t helping the person learn. When you get the feedback, it is best to reframe it and then reconstruct it to your advantage. Getting feedback is always a good tool to get but not when it only contains
Moreover, gathering positive and constructive feedback from my mentor helped me to further understand the importance of leadership and management skills.
Feedback is defined as “information in response to an inquiry, experiment, etc,” (Houghton, A. 2009). This means to be given information regarding the matter of what you are testing. Our experiment was how to present a presentation and using the feedback given to analyse where the strengths and weaknesses were. The feedback was made up of different categories and focused on how the group presented the presentation. On the feedback slip there were boxes and each box was given a subheading and a blank space for the mark, 1 being the lowest to 5 being the highest, and a comment box for the audience to comment on what was good and what could be improved. With the feedback provided from the class, this essay will look at strengths and weaknesses of the presentation as well as how to develop these weaknesses so that they become strengths in future presentations.
It is very important to understand that in everyday communication we are either the speaker or listener and it’s important that we do those jobs as best we can in order to have a healthy communication relationship. This activity was very useful because I got to reflect on my past successes and failures in my communicating strategies and in doing so I can improve and adapt to become a better communicator and listener. I believe that this assignment is very useful because it is real life experiences that may occur again and I can better assess the situation and use the appropriate communicating strategy necessary. This reflection will help me in my personal development by giving me situational experience that I will be able to correctly approach in and out of the
Sheen, Y. (2004). Corrective feedback and learner uptake in communicative classrooms across instructional settings. Language teaching research, 8(3), 263-300. Retrieved March 13, 2012 from, http://library.gcu.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=eric&AN=EJ805614&site=ehost-live&scope=site
...les of her failure was given to her. Also she feels as through she was caught of guard when her manager gave her the feedback. She thinks that this style of feedback is not helping her to succeed or become a better employee at the company.
How you deliver feedback is as important as how you accept it, because it can be experienced in a very negative way. To be effective you must be tuned in, sensitive, and honest when giving feedback. Just as there are positive and negative approaches to accepting feedback, so too are there ineffective and effective ways to give it.
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?