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feedback Tagged Articles
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Rising Above Your Setbacks
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| In order to achieve our loftiest goals we must stretch and grow. Our failures and setbacks teach us what we need to learn in order to get to the next step. You will have mistakes and problems along the way, but the trick is to accept, learn and rise above. This is how lasting success is born! |
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Key Benefits Of Giving Feedback - For Everyone
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| When we hear those dreaded words 'Would you like some feedback?', it can drive fear through our hearts. Yet there are definite benefits to gain, once it's a tactic that everyone gets used to...
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10 Simple People Skills To Successful Management
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| Getting the best from your people is vital if you are to make the best progress in your business or organisation. Much comes from the way you interact personally and there are just ten key actions to take to build great, fulfilling and productive relationships... |
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10 Steps When You Need Help in Your Business
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| You start off alone. Be it as a solo business owner or a manager looking after a part of a larger business. It gets busier, you get distracted from what you want to do, because there's only one of you and you've only got one pair of hands. |
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Self Confidence, Mentors and Success
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| Successful people are self confident. Self confident people surround themselves with positive people. They find mentors to help them build their self confidence. Mentors are positive people because they are willing to give of themselves to help others succeed. When you’re looking for a mentor, look for someone who is highly skilled, is a lifelong learner, is respected by his or her colleagues, has a positive outlook on life and is willing to provide you with direct, constructive feedback. When you find the right mentor you won’t have to go it alone on the road to career and life success. |
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Guide to Quality Performance Reviews
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| Recently, Randstad's 2002 Employee Review showed that 92% of employees with regular performance reviews were satisfied with their manager or supervisor while only 72% of those with no regular reviews were satisfied. Repeatedly, we see supervisor effectiveness as one of the top reasons employees leave an organization. The cost of either an employee loss or just a loss in productivity from supervisor ineffectiveness could be very painful to the bottomline. So, if this statistic is true, do we really want 20% of our workforce to be dissatisfied with our managers simply because they do not have regular performance reviews? If not, then we need to provide managers with techniques and tools to make performance reviews less painful and more beneficial. |
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Retention: Learn How You Can Create a Competitive Advantage for Your Company
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| There is no magical solution to business success or solving business problems; however, with a little time and money, many solutions are obtainable! The people are a company's most important resource-not a disposable resource to cut in economy downturns. |
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13 Known Strategies that Stop Employees From Screaming
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| Have you ever wondered why people thrive in activities not related to their work but fail to have the same enthusiasm and/or output in what they are paid to do? Their morale is low, no personal accountability and their creativity in minimal from 8:00 a.m. to 5:00 p.m. Monday-Friday...Because the workplace has changed, employees need a new leadership approach to overcome their challenges. Unlike the Kamba women who expected their men to rid the community of the attacking forces, today's employees need the tools themselves. The workplace has become an unpredictable jungle and leadership needs to know why people with talents and experiences are dissatisfied and not using their potential-thus damaging the bottom line.
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Brevity and Clarity
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| My favourite piece of feedback |
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7 Steps to Coach Your Staff and stop Running like the White Rabbit.
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| Busy times are not the time to coach your staff. The Coaching should have begun long before the white rabbit even appeared. If you are constantly running late, short staffed, overwhelmed and the only one everyone runs to, you’re in a tough spot. When things DO calm down, here are some tips to ensure that the next time the heat builds up; you have some reliable people working with you. |
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Are you contributing to Gen Y Frustrations with Management?
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| This article appeared in The Weekend Australian, Sat August 15th 2009, Australia's leading weekly newspaper.
It addresses,the key frustrations Gen Y new managers have been expressing to Consultant and Executive Coach,Juliette Robertson over the last 2 years and calls on senior managers to take action. |
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Your 7 Step Coaching Plan
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| Here are the 7 steps I use with many of my clients and students to help them set their staff up for coaching success. It's not difficult but it does require self disciplin and a desire to see your staff succeed. |
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BOOK REVIEW: The Set-Up-To-Fail Syndrome: How Good Managers Cause Great People to Fail (By Jean-François Manzoni & Jean-Louis Barsoux, Harvard Business School Press, 2002, ISSBN #0-87584-949-0)
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| Totally unaware, managers can become complicit in the failure of an employee. Describes the negative self-fulfilling cycle where an employee's mistake or lapse begins to shape his/her manager's overall negative view of him/her. In turn, the manager starts treating the employee as if they fit that image of a poor performer. The employee lives up (down?) to those expectation and and the relationship spirals down and down. The book offers some suggestions for managers who see the situation in action and want to "crack the syndrome." |
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Square Peg Round Hole
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| In his wonderful book The Element, Sir Ken Robinson tells a story that I’m sure many people can relate to. In it, a young girl named Gillian is having trouble concentrating at school. The school – suspecting a learning disability – asks her mother to take 8-year-old Gillian to see a psychiatrist for evaluation. After hearing from the girl’s mother how the girl is always disturbing her classmates, her homework is sloppy and always late – the doctor asks to speak with Gillian alone. Before escorting the mother outside for a private conference, the doctor turns on the radio in the room to occupy Gillian.
As soon as the music began to play, the girl was on her feet. From outside the room, Gillian’s mother observed for a few minutes as she moved beautifully to the music, dancing around the room, lost in a childlike trance. |
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Four Common Methods To Solicit Client Feedback
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| Most nonprofit organizations have a mission to serve specific individuals or groups of people. To hold true to their mission, nonprofits need to make sure that their clients are satisfied with the organization's programs and services. As they are in business to serve these individuals, everything they do should be related to providing programs and services that best meet the needs of their clients, resulting in client satisfaction and success. This article provides four methods in which to obtain client feedback and to assess whether or not, or to what degree, clients are satisfied with the services they receive. |
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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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Find Those People
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| The Emperor's New Clothes was a favorite childhood story of mine. It made me laugh. I couldn't believe all those adults were standing around, watching the emperor make a fool of himself and not telling him the truth. When I grew up and went to work, I discovered it wasn't that easy.
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Is perception a device you can readily use?
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| Perception is a tool we all require if we want our business to be successful. It’s not only so we can assess how our employees are doing, but also we need to know how our company is perceived by our clients. |
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Form A Personal Advisory Roundtable
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| Are you tired of trying to do life and work on your own? Are you looking for a way to gain a broad perspective about resolving sticky personal and business issues as well as to better capitalize on opportunities in your personal and work life? Read on and you'll gain some tips on how you can form a stellar personal advisory roundtable group that will help you avoid costly mistakes and make better decisions.
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Feedback Say it Somehow
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| It’s January and I can’t help remembering it as a time of angst when I worked in Corporate America. This was the time that people were spending hours writing up their accomplishments for the previous year. Managers it seemed only remembered what happened in the last month or two. Evaluations were done on a year’s worth of work. If you wanted your manager to remember the many good things you did earlier in the year, he/she needed to be reminded! |
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To Do Your Best Work and Have a Joyful Life Ask for What You Need.
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| It is often difficult to ask for help getting our needs met. How do you get your needs met? Here is what others have done. |
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Longing for Meaningful Work
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| Are you longing to do meaningful work? How would you describe this kind of work. Learn what research shows are the 5 must-haves of meaningful work. |
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Achieving Goals: A Process Approach
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| If you find yourself continually struggling to reach your goals, it may be time to look at the process you use. Whether you are working in your own business or in someone else's, Leslie Allan has cemented together five key steps for successfully achieving your objectives. |
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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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Personal Feedback As A Means To Optimum Success
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| Discover ten key things you can do to solicit personal feedback that will enhance your success. Read on to learn how you can gain "golden" insights from others about your communication, character, competence and commitment to think, say and do the right things right. |
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Crank it Up With Performance Evaluations
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| People need feedback! You hurt your people and yourself with inconsistent or non existent performance evaluations, they are worthy of the effort! Learn why performance evaluations are necessary and how to leverage them to improve overall results! Learn more, read on... |
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Ten Tips on Delegating
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| One way to manage your time more effectively is to delegate work to others on your staff or to contract workers you hire for specific projects. How often I hear such comments as, "It takes too much time to delegate." "If I delegate the work there is no guarantee that the work will be done properly. It is just easier to do it myself." "No one can do this as well as I can." If others who have a lower hourly rate can do the work while you focus on the work only you can do, your cash flow will be better because you can do more of the work that only you can do. |
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Feedforward or Feedback? Communication for Moving People to Action
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| Do you often feel helpless or frustrated when it comes to communicating with your staff? Asing for feedforward rather than feedback will make all the difference. Read on to see how. |
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Are Your Communication Strategies Really Engaging Employees?
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| Employee engagement is a shared understanding of the issues that affect the business, and that understanding leads to changes in employees' attitudes and behaviors... help employees truly understand the issues and make a meaningful connection between their jobs and those issues... |
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Is the Baby Ugly?
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| Well of course all babies are beautiful and there are very few things more precious than a new life in this world. Yet the analogy of a baby to our work is very interesting to consider. It is difficult, if not impossible, to not see extreme beauty in what we helped create. When we work hard on a project or invest a significant amount of time on anything, we become blinded by the emotional investment we have already made. We lose our objectivity and in some cases "fall in love" with the ugly baby we have created.
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Ask your customer what they want and they'll tell you!
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| It is the title in a nut shell. Ask YOUR customer what they want and THEY'LL TELL YOU! Gary discusses how simple it was for him to cater for his client base just by asking a question. |
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Leadership Insight: A Culture of Tattling
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| When we were all five years old, we couldn’t wait to tell on someone. Our job as little kids was to make sure than someone was held accountable for their buffoonery and with a little luck, it made us look good along the way.
Unfortunately, that same behavior at age five can become pervasive and very destructive in the modern working environment. Team members telling on each other. Supervisors and leaders that validate the behavior. The creation of a culture of tattling.
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3 Techniques For Giving Feedback To The C-Suite
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| Real change in behavior, regardless of who is receiving it, is more likely to come from a delivery that is sincere and made in a respectful way. |
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The Power of Educating Your Customers
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| Some people just don’t get it. You watch them and internally you roll your eyes, throw up your hands and get exasperated. Unfortunately, some of those people are your current customers. There is only one way to whip them into shape: You have to educate them on how to be your ideal customer or client. |
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Are you a coach or just a cheerleader?
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| As quarterback of the San Francisco 49ers, Joe Montana led his team to four Super Bowl victories. He has been elected into the Pro Football Hall of Fame and was named by Sports Illustrated as the greatest football player of the past 50 years.
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Other 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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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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10 Tips for Giving Effective Feedback
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| Giving feedback is a critically important part of the communication process within the workplace. Most people find it easy to offer positive comments, but avoid giving negative feedback because they fear confrontation and conflict. You can learn how to communicate important information to your employees by using the 10 tips for giving effective feedback. |
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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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