Includes a brief description of feedback, types of feedback, its importance and other related topics.

1. By- Saloni Bansal
AITTK (2019-2021)
Managing
Personal
Effectiveness

2. 1. Feedback
and related
topics!

3. Feedback
is defined as providing helpful information or
criticism about a prior action or behaviour of an
individual (or group) who can use the
information to improve themselves for future
actions or behaviour. Feedback has always
been a part of life as we grow up, so why should
feedback disappear once we enter the working
world. An example of feedback is a judge in a
dance competition giving constructive criticism
after a performance.

4. “I can’t understand why people are frightened of
new ideas. I’m frightened of the old ones”
—John Cage

5. There are mainly Three types of feedback:
1. Constructive feedback (Information specific, issue-focused and based on observations. There are four types of
constructive feedback)
 Negative feedback – corrective comments about past behaviour. Focuses on behaviour that wasn’t successful and
shouldn’t be repeated.
 Positive feedback – affirming comments about past behaviour. Focuses on behaviour that was successful and should
be continued.
 Negative feed forward – corrective comments about future performance. Focuses on behaviour that should be avoided
in the future.
 Positive feed forward – affirming comments about future behaviour. Focused on behaviour that will improve
performance in the future.
2. Praise - Positive statements about a person. Most employees will respond to praise with an increase in self-esteem,
self-efficacy and/or confidence.
3. Criticism - An opinion, judgment or negative statement about the person or their behaviour. Criticism is destructive
feedback and is generally not effective at increasing performance in the workplace.
Types of Feedback in the Workplace

6. Importance of Feedback
If you want to improve your performance in any area of life and you want to become better skilled,
actively seeking feedback will help you do that.

7. Giving constructive feedback could look something like this:
“You identified the problem, researched ideas and sent to me
realistic options about how we resolve that problem. I felt
pleased that you had done this on your own initiative which
made me feel even more trusting of your abilities and it means
I can spend less time on this type of task. It would be preferable
for you to give me a heads up about the problem by way of an
informal conversation so that I am aware of what you are
doing. This will allow me to provide you with further resources
and my input, if necessary, which would help you save time as
well as keeping me in the loop.”

8. Destructive feedback could look like this:
“You just do whatever you want without even asking me. I’m your boss and you should respect
me. I’m sick of trying to second guess your every move and you need to change that.”
The other type of destructive feedback is exaggerating minor transgressions. During the
performance review of a friend of mine, her manager spent over fifteen minutes telling her off
for not washing her tea cup after she had used it! It’s difficult to understand what she hoped to
achieve by this except possibly, to exercise her authority.
The result was the resignation of a talented employee.

9. Four Simple Exercises to Do Every Day
Feedback is effective
listening
Feedback can improve
performance
Feedback can motivate
Feedback is a tool continued
learning
By asking for feedback, it can actually motivate employees to
perform better. Employees like to feel valued and appreciate
being asked to provide feedback that can help formulate
business decisions. And feedback from client, suppliers,
vendors, and stakeholders can be used to motivate to build
better working relations
Whether the feedback is done verbally or via a feedback
survey, the person providing the feedback needs to know
they have been understood (or received) and they need to
know that their feedback provides some value.
Feedback is often mistaken for criticism. In fact, what is
viewed as negative criticism is actually constructive criticism
and is the best find of feedback that can help to formulate
better decisions to improve and increase performance.
Invest time in asking and learning about how others
experience working with your organization. Continued
feedback is important across the entire organization in
order to remain aligned to goals, create strategies, develop
products and services improvements, improve
relationships, and much more. Continued learning is the key
to improving.

10. How does a feedback help a company grow?
Promotes Changes
01
Promotes better
communication
02
Creates a strong
Employer Brand
03

11. 04
Acts as a Reliable Source of
Information
Step 05
06
Promotes Customer
Retention
Gives Data for
Business Decisions
How does a feedback help a company grow?
(contd..)

12. 2.
A Healthy
Balance of
Work &Play!

13. Mental Stresss
People put so much mental energy and
mindshare into work, even continuing to
perform work duties and think about the job
long after the workday is over. Unfortunately,
we often neglect to put the same emotional
energy into ourselves and into our social
relationships. This leaves us feeling
unbalanced, unfulfilled and unsatisfied.

14. Prevent some issues related to
inactivity with some stretching
exercises from time to time
This practice helps you relax and
clear your mind, reducing any
excess in your cortisol levels
Stretching Mindfulness
This creates the feeling of living a whole second day, which should leave us amazingly
rejuvenated instead of more exhausted. Of course, that’s not for everyone, but it’s
important for us to find the activities that rejuvenate us. Even rebooting on a weekend can
boost your energy significantly for the week ahead.

15. How to achieve better work and play life balance
Commit to “Me Time”
Schedule Downtown
Balance Spontaneity
Search for Pleasure
Prioritize Vacation
Put Away Devices
Be in the Moment

16. Being spontaneous about
personal time can be
great. But you can’t rely on
this method when your
goal is to actually create
balance. That’s because
it’s inconsistent. Instead,
balance spontaneous times
with planned ones.
Schedule time for
downtime just as you
would schedule activities
you need to get done. At
the beginning of each
week, plan activities such
as socializing with friends
or seeing a movie, and
then stick to them.
2. Schedule Downtown1. Commit to “Me Time”
It’s easy to break plans with
ourselves. But this
backhandedly diminishes our
own value in our minds. We
make the decision that
spending time on ourselves is
not as important as time spent
with other people or on work.
It’s important to shift this
idea. Plans you make with
yourself are as important as
plans you make with others.
3. Balance Spontanaity

17. Mobile devices can take away our lives if we let
them, and they tend to put the focus on other
people’s lives and on work. When the workday is
over, set a time to shut down your devices and
engage in activities that are not related to work.
Commit to taking at least some of your
allotted vacation days. It’s important to take
time away from work to recharge and
appreciate more of what life has to offer.
5. Prioritize Vacation4. Search for Pleasure
Allow yourself time at least once a day to
indulge in an activity you find pleasurable.
It can be something as simple as a meal
with someone you care about.
6. Put away Devices 7. Be in the Moment
Prioritizing personal time can create a
sense of fulfillment, rejuvenation, and
happiness.

18. 3. Perceptiveness is the
COREin
Transformational
Leadership

19. What is Perceptiveness?
– defined by Prof. Udai Pareek
• The ability to pick up verbal and non-verbal cues from others indicates
perceptiveness
• perceptiveness can be used appropriately or inappropriately.
• If a person is too conscious of others 'feelings, he may inhibit his
interactions. Similarly, adperson who is too conscious of his own
limitations will tend not to take risks.
• Effective perceptiveness can be increased by checking others’ reactions
to what is said. A person who does not do this (in other words, if he is
not open) may become overly concerned about the cues he receives.

20. Importance of Perceptiveness
• A holistic awareness and integration of Self-disclosure, openness to feedback and
Perceptiveness can lead to more fruitful mentoring program for an individual.
• Social perceptiveness helps an individual to understand the reason behind people‘s reaction
through logic and strong observation.
• Being perceptive means understanding your own strengths and weaknesses. Perceptive
leaders work to overcome their weaknesses and improve their strengths through learning.

21. What are the attributes a Transformational
Leader essentially must possess?
Attributes:
● has to be a visionary
● has to be proactive
● has to possess a risk taking ability
● has to be a great empathizer
● has to be extremely perceptive
Although these are characteristics like many fundamental ones, such as communicating or motivational
abilities etc., that ought to be found in Transactional Leaders also, we are mentioning these specifically,
because they need an added reinforcement for this kind of leadership and are usually found to be intense.

22. 4. Case Study (a)
ABRAHAM LINCOLN
(16TH U.S. PRESIDENT)
Whether Lincoln used transformational leadership more than any
other, or made even more effective use of other skills such as
charismatic leadership is something that deserves further
study. Suffice it to say for now that Lincoln was a strong
transformational leader that not only developed loyalty and
willingness for self-sacrifice among the soldiers, but also appealed
to their higher moral values—as evidenced by changing their
attitudes toward emancipation of the slaves. His leadership
provided the nation, and the world, “a new birth of freedom.”

23. 4. Case Study (b)
CHANAKYA
)Chanakya was a philosopher, an economist, jurist and royal
advisor to Chandragupta Maurya.
Chankya quotes- “When in the court, he shall never cause his
petitioners to wait at the door, for when a king makes himself
inaccessible to his people and entrusts his work to his immediate
officers, he may be sure to engender confusion in business, and to
cause thereby public disaffection, and himself a prey to his
enemies.” A leader listens to his subordinate. He makes himself
accessible to people, solves their problems. Clarity in instructions is
crux of effective communication.

24. Do you have any questions?
Thanks!