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continuous feedback Tagged Articles
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Organizational "Strange Actractors"
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We have for the most part looked at organizations in a traditional linear view and constantly put people, teams, departments, divisions and organizations in general into boxes often connected with lines. This is fine when trying to show where individuals reside within the context of organizations; however, it is not how organizations work. |
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Other continuous feedback Related Articles
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How To Give Effective Feedback
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| Feedback is an effective way of communicating with employees, colleagues or members of your team. Feedback can be both positive and constructive (rather than negative).
When giving feedback it is important to have a balance of positive and constructive feedback otherwise the receiver may feel that they only ever receive one type of feedback. It is also important not to always link the two, especially in the same conversation - giving with one hand and taking away with the other.
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Strategic Advice For Giving Feedback From Your Strategic Thinking Business Coach
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| One of the most critical activities of a coach, mentor, supervisor or anyone that oversees the work of others is to provide feedback to let them know, in a timely and ongoing way, how they are performing. People committed to continuous improvement welcome the opportunity to discuss their strengths and areas for improvement in their performance. Feedback must encourage self-reflection& raise self-awareness. Traditionally, formal feedback is planned as part of a performance appraisal and includes an assessment of how the person is progressing toward meeting his or her goals. Your Strategic Thinking Business Coach has some advice for those of you that do performance reviews and also offers ten (10) tips to help you achieve a productive and powerful feedback system with people you coach, mentor and/or supervise.
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Why I Love Negative Feedback
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| We've all heard about feedback and why we need it. We've also heard that positive feedback is much better than negative feedback. In other words, if you want to achieve your goals and get others to work with you in achieving them, you must be positive. Unfortunately, this kind of new age mush obscures the real reasons for feedback. Even more important is the fact that negative feedback is infinitely better than positive feedback. |
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360 Degree Performance Feedback Enhances Productivity
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| Everyone in a company needs and deserves feedback about their contributions and performance. They need both affirmative "on course" feedback as well as corrective, "off course" feedback from all of their team members, not just the boss. Read on and you will find ten tips for developing 360 degree performance feedback among all members of your company team. |
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How Appetizing Is Your Feedback? (How to Motivate Your Team with Positive Communication)
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| I ask you, when you give feedback, do you make it appetizing for the receiver of the feedback? Or do you make your “steak” indigestible? We can be giving great feedback everyday and, unless we make it appetizing so others will digest it, our feedback will not acted upon.
The following are five techniques for making your feedback more appetizing. |
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Receiving Feedback
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| At one time or another, we are on the receiving end of advice or feedback. Sometimes it is because we have invited it to improve how we do something or our overall well-being. Other times, we may receive uninvited or unwanted feedback, simply because the provider feels that we or they can benefit from offering this information.
So how can you receive feedback in a healthy and respectful manner?
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360 Degree Avalanche
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| There is an intrinsic attraction to 360-degree feedback. Traditional feedback processes are effectively one-degree type systems with, usually, the immediate supervisor providing the employee with uni-directional comment. By involving more than just one person in the feedback process, the process is likely to be more meaningful for both supervisor and employee with greater representation in the amount and type of information supplied.
Those providing the multi-rater feedback may include peers, direct reports, other levels of management, internal and even external customers. Suppliers may also provide feedback and there is, of course, the opportunity for self-appraisal. |
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Master Your Game: Providing Effective Feedback
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| Great managers understand the value of providing feedback and its impact on high performance. Feedback is any communication that gives your employees information about how you perceive them and their behaviour. This article will assist you to recognize barriers that might be preventing you from providing feedback. You will also learn guidelines for providing quality feedback to support those around you to take their performance to the next level. |
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COACHING FEEDBACK FOR MANAGERS
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| Feedback is often regarded as the most difficult part of a manager’s job. However, in a coaching culture, negative feedback is experienced in a positive way, as an opportunity for making new discoveries rather than blame. In this article we will look at four areas of feedback: Positive feedback, Negative feedback, Receiving feedback, Coaching feedback. |
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Basic Feedback Should Be BASIC
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| One of the key skills of supervisors is giving feedback to employees about their performance. Feedback, of course, includes praise for a job well done as well as constructive observations about how things could be done better. Apprehension about providing feedback to employees is particularly acute among newly promoted supervisors. This is often the result of a lack of the supervisory training. |
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