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Feedback What Is Feedback? Why Is Feedback Important? Why Do People Avoid Feedback? Types Of Feedback? When & Where To Give Feedback? How To Give Feedback? How To React On Feedback?
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Giving and receiving feedback daths cpd
This document discusses giving and receiving feedback. It covers:
1. The benefits of feedback such as improved performance and building better relationships.
2. Different learning styles like activists, reflectors, theorists and pragmatists and how these may impact receiving feedback.
3. Tips for both giving and receiving feedback effectively, including being specific, focusing on behavior not personality, and using active listening skills.
4. Potentially difficult scenarios for giving feedback and things to watch out for like biases. Regular practice is emphasized for developing feedback skills.
Feedback
Feedback is an essential process for improvement where the output or effect of an action is communicated to modify the next action. It occurs through dialogue reflecting how one's behavior is seen by others and is important for regulatory mechanisms like education and the economy to work. Feedback is valuable for employees as it identifies strengths and weaknesses, allows checking of assumptions, and prevents false assessments if handled properly. There are different types of feedback including motivational, developmental, constructive, intrinsic, and extrinsic feedback. Principles for effective feedback include focusing on observable behaviors, giving it privately, and suggesting alternative behaviors.
Giving Feedback
The document provides guidance on how to properly give constructive feedback to employees. The purpose of feedback should be to improve future performance, not dwell on past mistakes. Feedback works best when it describes specific behaviors, explains the impact on others, and establishes clear expectations for improved future performance. The feedback process involves listening to the employee's perspective, and jointly developing a plan for measuring improved behaviors going forward.
Giving and Receiving Feedback
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A presentation on the constructive ways for giving and receiving feedback—adapted from: "Developing Leadership Skills", by Alfred Darmanin
Giving and receiving feedback
A lighthearted look at the skills needed to give and recieve feedback. Used successfully with school children and adults.
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The document provides guidance on how to effectively give constructive feedback in 3 steps:
1. Set clear goals and expectations upfront. Document any changes to goals over time for clarity.
2. Gather relevant facts by understanding what happened, what the expectations were, and why feedback is being provided.
3. Provide feedback using various tools and techniques - give both positive and challenging feedback, use examples, get the recipient's perspective, and suggest goals for improvement. The feedback should be focused on observable behaviors and facts rather than judgments.
Effective Feedback at Work
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
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This is the Next Jump tool kit for employees to get started giving and receiving feedback. This is focused on building the habits of feedback, based on the lessons and insights from Next Jump.
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Giving and receiving feedback daths cpd
This document discusses giving and receiving feedback. It covers:
1. The benefits of feedback such as improved performance and building better relationships.
2. Different learning styles like activists, reflectors, theorists and pragmatists and how these may impact receiving feedback.
3. Tips for both giving and receiving feedback effectively, including being specific, focusing on behavior not personality, and using active listening skills.
4. Potentially difficult scenarios for giving feedback and things to watch out for like biases. Regular practice is emphasized for developing feedback skills.
Feedback
Feedback is an essential process for improvement where the output or effect of an action is communicated to modify the next action. It occurs through dialogue reflecting how one's behavior is seen by others and is important for regulatory mechanisms like education and the economy to work. Feedback is valuable for employees as it identifies strengths and weaknesses, allows checking of assumptions, and prevents false assessments if handled properly. There are different types of feedback including motivational, developmental, constructive, intrinsic, and extrinsic feedback. Principles for effective feedback include focusing on observable behaviors, giving it privately, and suggesting alternative behaviors.
Giving Feedback
The document provides guidance on how to properly give constructive feedback to employees. The purpose of feedback should be to improve future performance, not dwell on past mistakes. Feedback works best when it describes specific behaviors, explains the impact on others, and establishes clear expectations for improved future performance. The feedback process involves listening to the employee's perspective, and jointly developing a plan for measuring improved behaviors going forward.
Giving and Receiving Feedback
What doesn't kill you makes you stronger!
A presentation on the constructive ways for giving and receiving feedback—adapted from: "Developing Leadership Skills", by Alfred Darmanin
Giving and receiving feedback
A lighthearted look at the skills needed to give and recieve feedback. Used successfully with school children and adults.
Feedback The Art And Science
The document provides guidance on how to effectively give constructive feedback in 3 steps:
1. Set clear goals and expectations upfront. Document any changes to goals over time for clarity.
2. Gather relevant facts by understanding what happened, what the expectations were, and why feedback is being provided.
3. Provide feedback using various tools and techniques - give both positive and challenging feedback, use examples, get the recipient's perspective, and suggest goals for improvement. The feedback should be focused on observable behaviors and facts rather than judgments.
Effective Feedback at Work
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
Toolkit for Employees: Giving and Receiving Feedback
This is the Next Jump tool kit for employees to get started giving and receiving feedback. This is focused on building the habits of feedback, based on the lessons and insights from Next Jump.
Feedback
This document discusses providing effective feedback to students. It defines feedback and describes the types and characteristics of effective feedback. Some common feedback models are explained, including the Pendleton, Sandwich, ECO, ALOBA, TELL, Generic, and EFPO models. The importance of feedback is that it drives improvement, provides motivation, and allows for reflection. Effective feedback should be timely, specific, clear, and accompanied by an improvement plan. Challenges to providing effective feedback include time constraints, vagueness, and lack of training. Overall, the document provides guidance on developing and delivering feedback to optimize student learning.
Feedback techniques
Feedback mechanism, Types of Feedback, Positive Feedback, Developmental Feedback, Self Reflection and Self Preparation, Models of Giving Feedback, Effective Feedback, Sandwich Model, Boost Model, Aid Model, Process for Giving Feedback , How to Give Feedback
The art of feedback powerpoint
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This document discusses foundational coaching concepts and the paradigm shifts required for coaching. It defines coaching as coming alongside individuals to help them grow and maximize their potential through human interaction rather than just information. Coaching requires shifting from telling to asking, letting the client set the agenda and do their own thinking. Coaching unleashes potential and improves lives more than counseling or mentoring. For leaders, coaching demands adopting a model of learning through experience over just acquiring knowledge.
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Effective training delivery requires understanding user needs, developing tailored training modules, and evaluating impact. Training should involve users and teach skills through various approaches like instructor-led, e-learning and blended methods. Clear communication is also key to managing expectations and maintaining support for the training program.
Giving and Receiving Constructive Feedback Powerpoint
What is constructive feedback? Why give constructive feedback? How to give effective constructive feedback. The sandwich method. How to effectively receive effective feedback.
Feedback
1. Feedback is essential for helping people and organizations learn and improve. It should be specific, constructive, and focus on observable behaviors rather than making judgments.
2. Giving and receiving feedback is part of any relationship, but it can be difficult due to wanting to be liked or fears of confrontation. Regular positive feedback in addition to constructive feedback builds trust.
3. There are guidelines for effective feedback conversations including preparing by considering your observation and impact, asking permission, keeping it private and focused on behavior. It is also important to confirm understanding and collaborate on solutions.
Effective feedback
Effective feedback should be specific, describe observable behaviors, judge the actions not the individual, and be delivered respectfully and constructively. It works best when delivered sooner rather than later, focuses on the impact or results of the behavior, and avoids threats, advice-giving or psychoanalyzing unless requested. The goal is to inspire improvement by addressing what was unhelpful or counterproductive in a way that promotes forward progress.
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The document discusses different types of feedback. It defines feedback as information given to students about their performance relative to learning goals in order to guide future performance. The main types of feedback discussed are positive feedback, negative feedback, verbal feedback, written feedback, quantitative feedback, and qualitative feedback. Constructive feedback is described as information-specific, issue-focused, and based on observations. Two studies on the effectiveness of different types of feedback are summarized. The first study found that students who received only comments on their work scored 30% higher on subsequent work, while scores negated the benefits of comments. The second study found that only comments led to improved work, while grades and praise produced no more progress than no feedback.
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Effective communication involves transmitting information from a source to a receiver through various channels and feedback. The key functions of communication are control, motivation, emotional expression, and information sharing. Effective communication skills include listening skills, providing feedback, and strong presentation abilities. Presentation skills require thorough preparation, structuring content for the audience, an engaging opening and closing, use of visual aids, and handling questions confidently.
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The 8-step coaching model provides a framework for effective coaching discussions. The steps include: 1) being supportive to build trust and openness; 2) defining specific topics and needs by gathering both perspectives; 3) establishing the impact of current behaviors to create internal motivation for change; 4) initiating an action plan that is specific, measurable, achievable and time-bound by involving the coachee in developing it; and 5) getting a commitment to the plan from the coachee. Following these steps helps ensure coaching discussions are productive and result in real behavioral changes.
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The document discusses effective communication skills. It covers defining communication, the communication process, barriers to communication, listening vs hearing, verbal and nonverbal communication, body language, personal space, and tools for effective communication such as being positive, a good listener, using clear pronunciation, and respecting others. The key aspects of communication covered are listening, speaking clearly, overcoming barriers, and ensuring messages are understood by both the sender and receiver.
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This document provides guidance on giving effective constructive feedback to trainees. It emphasizes the importance of feedback for learning and outlines the three levels of feedback: Level 1 involves objectively describing the observed behavior, Level 2 involves sharing one's personal reaction, and Level 3 involves predicting outcomes. The "Ask-Tell-Ask" approach is recommended, which involves asking the trainee for a self-assessment, telling them the observed feedback including positives and areas for improvement, and asking for their understanding and future plans. Video vignettes demonstrate examples of using this approach. The document stresses the value of feedback for learning and reinforcing good performance.
Inspirational feedback
Motivational interviewing is a counseling technique used to encourage behavior change by helping subjects identify personal reasons for making changes. It is based on the stages of change model and involves expressing empathy, developing a discrepancy between current behavior and goals, avoiding argumentation and rolling with resistance, and supporting self-efficacy. The core principles include expressing understanding of the subject's perspective, creating an awareness of how current behaviors do not align with goals, shifting perspectives when met with resistance rather than confronting, and emphasizing the subject's ability to change.
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Introducing the different stages of communication process. Very good tool to master effective communication at home or work.
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The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Constructive Feedback" and will show you how to give and receive helpful and effective feedback to and from others.
Wcm Cm Lecture 3 2004
This document discusses various aspects of staff development and training, including:
- The importance of facilitating continuous development of employees for organizational success.
- Techniques for determining staff training needs such as asking open-ended questions and inviting staff to describe their work.
- Elements that should be included in learning contracts agreed upon between managers and staff, such as goals, objectives, actions, and timelines.
- The benefits of collaboration between managers and training departments to identify development opportunities and resources.
- The importance of review and evaluation of training programs to identify additional learning needs.
Positive feedback @ workplace
Positive feedback is important for organizational success. It allows employees to improve their performance by identifying shortcomings. Feedback should be given regularly and in a positive manner to motivate employees rather than criticize. When delivering feedback, the tone should be positive and make the employee comfortable. Praise should be given sincerely for efforts and achievements. Feedback discussions should focus on work behaviors and finding solutions rather than personal criticism. Maintaining clear, specific communication is important for effective feedback.
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Feedback
This document discusses providing effective feedback to students. It defines feedback and describes the types and characteristics of effective feedback. Some common feedback models are explained, including the Pendleton, Sandwich, ECO, ALOBA, TELL, Generic, and EFPO models. The importance of feedback is that it drives improvement, provides motivation, and allows for reflection. Effective feedback should be timely, specific, clear, and accompanied by an improvement plan. Challenges to providing effective feedback include time constraints, vagueness, and lack of training. Overall, the document provides guidance on developing and delivering feedback to optimize student learning.
Feedback techniques
Feedback mechanism, Types of Feedback, Positive Feedback, Developmental Feedback, Self Reflection and Self Preparation, Models of Giving Feedback, Effective Feedback, Sandwich Model, Boost Model, Aid Model, Process for Giving Feedback , How to Give Feedback
The art of feedback powerpoint
Feedback in the workplace. Developed by EMPL Instructor Matthew Walker at Savannah Technical College.
Introduction to coaching.ppt
This document discusses foundational coaching concepts and the paradigm shifts required for coaching. It defines coaching as coming alongside individuals to help them grow and maximize their potential through human interaction rather than just information. Coaching requires shifting from telling to asking, letting the client set the agenda and do their own thinking. Coaching unleashes potential and improves lives more than counseling or mentoring. For leaders, coaching demands adopting a model of learning through experience over just acquiring knowledge.
Effective Training Delivery
Effective training delivery requires understanding user needs, developing tailored training modules, and evaluating impact. Training should involve users and teach skills through various approaches like instructor-led, e-learning and blended methods. Clear communication is also key to managing expectations and maintaining support for the training program.
Giving and Receiving Constructive Feedback Powerpoint
What is constructive feedback? Why give constructive feedback? How to give effective constructive feedback. The sandwich method. How to effectively receive effective feedback.
Feedback
1. Feedback is essential for helping people and organizations learn and improve. It should be specific, constructive, and focus on observable behaviors rather than making judgments.
2. Giving and receiving feedback is part of any relationship, but it can be difficult due to wanting to be liked or fears of confrontation. Regular positive feedback in addition to constructive feedback builds trust.
3. There are guidelines for effective feedback conversations including preparing by considering your observation and impact, asking permission, keeping it private and focused on behavior. It is also important to confirm understanding and collaborate on solutions.
Effective feedback
Effective feedback should be specific, describe observable behaviors, judge the actions not the individual, and be delivered respectfully and constructively. It works best when delivered sooner rather than later, focuses on the impact or results of the behavior, and avoids threats, advice-giving or psychoanalyzing unless requested. The goal is to inspire improvement by addressing what was unhelpful or counterproductive in a way that promotes forward progress.
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Most of the Managers fail to keep a blend of motivation and improvement while giving feedback to their team members. This presentation will help you give feedback effectively.
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The document discusses different types of feedback. It defines feedback as information given to students about their performance relative to learning goals in order to guide future performance. The main types of feedback discussed are positive feedback, negative feedback, verbal feedback, written feedback, quantitative feedback, and qualitative feedback. Constructive feedback is described as information-specific, issue-focused, and based on observations. Two studies on the effectiveness of different types of feedback are summarized. The first study found that students who received only comments on their work scored 30% higher on subsequent work, while scores negated the benefits of comments. The second study found that only comments led to improved work, while grades and praise produced no more progress than no feedback.
Effective Communication
Effective communication involves transmitting information from a source to a receiver through various channels and feedback. The key functions of communication are control, motivation, emotional expression, and information sharing. Effective communication skills include listening skills, providing feedback, and strong presentation abilities. Presentation skills require thorough preparation, structuring content for the audience, an engaging opening and closing, use of visual aids, and handling questions confidently.
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The 8-step coaching model provides a framework for effective coaching discussions. The steps include: 1) being supportive to build trust and openness; 2) defining specific topics and needs by gathering both perspectives; 3) establishing the impact of current behaviors to create internal motivation for change; 4) initiating an action plan that is specific, measurable, achievable and time-bound by involving the coachee in developing it; and 5) getting a commitment to the plan from the coachee. Following these steps helps ensure coaching discussions are productive and result in real behavioral changes.
Effective Communication Skills
The document discusses effective communication skills. It covers defining communication, the communication process, barriers to communication, listening vs hearing, verbal and nonverbal communication, body language, personal space, and tools for effective communication such as being positive, a good listener, using clear pronunciation, and respecting others. The key aspects of communication covered are listening, speaking clearly, overcoming barriers, and ensuring messages are understood by both the sender and receiver.
Giving and Receiving Feedback
Learn to give and receive feedback effectively with this sample workbook. For more information visit http://www.everywoman.com/development
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This presentation covers essential skills of coaching employees using GROW model and giving effective feedback
Giving effective feedback - TMC
This document provides guidance on giving effective constructive feedback to trainees. It emphasizes the importance of feedback for learning and outlines the three levels of feedback: Level 1 involves objectively describing the observed behavior, Level 2 involves sharing one's personal reaction, and Level 3 involves predicting outcomes. The "Ask-Tell-Ask" approach is recommended, which involves asking the trainee for a self-assessment, telling them the observed feedback including positives and areas for improvement, and asking for their understanding and future plans. Video vignettes demonstrate examples of using this approach. The document stresses the value of feedback for learning and reinforcing good performance.
Inspirational feedback
Motivational interviewing is a counseling technique used to encourage behavior change by helping subjects identify personal reasons for making changes. It is based on the stages of change model and involves expressing empathy, developing a discrepancy between current behavior and goals, avoiding argumentation and rolling with resistance, and supporting self-efficacy. The core principles include expressing understanding of the subject's perspective, creating an awareness of how current behaviors do not align with goals, shifting perspectives when met with resistance rather than confronting, and emphasizing the subject's ability to change.
Effective communication
Introducing the different stages of communication process. Very good tool to master effective communication at home or work.
Constructive Feedback
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Constructive Feedback" and will show you how to give and receive helpful and effective feedback to and from others.
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This document discusses various aspects of staff development and training, including:
- The importance of facilitating continuous development of employees for organizational success.
- Techniques for determining staff training needs such as asking open-ended questions and inviting staff to describe their work.
- Elements that should be included in learning contracts agreed upon between managers and staff, such as goals, objectives, actions, and timelines.
- The benefits of collaboration between managers and training departments to identify development opportunities and resources.
- The importance of review and evaluation of training programs to identify additional learning needs.
Positive feedback @ workplace
Positive feedback is important for organizational success. It allows employees to improve their performance by identifying shortcomings. Feedback should be given regularly and in a positive manner to motivate employees rather than criticize. When delivering feedback, the tone should be positive and make the employee comfortable. Praise should be given sincerely for efforts and achievements. Feedback discussions should focus on work behaviors and finding solutions rather than personal criticism. Maintaining clear, specific communication is important for effective feedback.
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1) The document discusses how to provide positive and negative feedback to students. It outlines tips for giving each type of feedback effectively.
2) For positive feedback, the tips include giving it right away, evaluating if it should be public or private, ensuring the praise matches the effort, and providing frequent feedback on both big and small successes.
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Tips To Improve Student Concentration - The Brain Gym
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
Presentation
Raipur
Chhattisgarh
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Types of TIME - Pankaj Kumar Jadwani - The Brain Gym
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
Presentation
Raipur
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Switch ON - The Brain Gym - Pankaj Kumar Jadwani
Pankaj Kumar Jadwani
The Brain Gym
PKJ
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Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
Presentation
Raipur
Chhattisgarh
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Habits’ of Successful vs Unsuccessful People
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
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Learn and Develop
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Training
Motivation
Consistency
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Technic
No More hard Work
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PPT
Soft Skills
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Raipur
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सफल व्यक्ति vs अ सफल व्यक्ति Successful vs Unsuccessful People Hindi
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
Presentation
Raipur
Chhattisgarh
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Skills That Attract Success - Pankaj Kumar Jadwani - The Brain Gym
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
Presentation
Raipur
Chhattisgarh
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Shubh Janmashtami - Pankaj Kumar Jadwani
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
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Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
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Soft Skills
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Chhattisgarh
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पीतांबरधारी, बंसी बजैया, मोरमुकुट धारी, माखन चोर और गैया के चरैया, ऐसे कितने ही नाम हैं कान्हा के।
इन सभी नामों में छुपी है प्रकृति की अनोखी झलक, जो भगवान श्रीकृष्ण के स्वरूप में समाहित है
छोटी बातें.- छोटी छोटी बातें दिल में रखने से बड़े बड़े रिश्ते कमजोर हो जाते हैं
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
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Raipur
Chhattisgarh
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द्वादश ज्योतिर्लिंग - देशभर में कहां-कहां पर हैं ये 12 ज्योतिर्लिंग यहां पढ़ें
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
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Raipur
Chhattisgarh
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बलिदान - हम सब बलिदान ना सही पर देश के लिए छोटा सा प्रयास तो कर ही सकते हैं
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
Presentation
Raipur
Chhattisgarh
Facile-Trainer,
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छोटा सा प्रयास - बलिदान.- आजादी का अमृत महोत्सव
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
Presentation
Raipur
Chhattisgarh
Facile-Trainer,
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भगवान गणपति का स्वरूप सिखाता हैं सफलता के 4 सूत्र
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
Presentation
Raipur
Chhattisgarh
Facile-Trainer,
Facilitator,
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लाइनर श्रीमद्भागवत गीता - श्रीमद्भागवत गीता के 18 अध्यायों का सार - मात्र 18 ...
लाइनर श्रीमद्भागवत गीता - श्रीमद्भागवत गीता के 18 अध्यायों का सार - मात्र 18 ...Pankaj Kumar Jadwani
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
Presentation
Raipur
Chhattisgarh
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श्रीमद्भागवत गीता मॉडर्न लाइफ के लिए 5 सबक
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
Presentation
Raipur
Chhattisgarh
Facile-Trainer,
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समुद्र के किनारे - 'सबसे बड़ा रोग क्या कहेंगे लोग'
Pankaj Kumar Jadwani
The Brain Gym
PKJ
Target Setting
Goal Setting
Learn and Develop
Learn with Fun
Training
Motivation
Consistency
Smart Work
Technic
No More hard Work
Be Smart
Be Better
PPT
Soft Skills
Inspiration
Presentation
Raipur
Chhattisgarh
Facile-Trainer,
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Corporate Trainer,
Soft Skills Trainer,
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Tips To Improve Student Concentration - The Brain Gym
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सफल व्यक्ति vs अ सफल व्यक्ति Successful vs Unsuccessful People Hindi
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Skills That Attract Success - Pankaj Kumar Jadwani - The Brain Gym
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छोटी बातें.- छोटी छोटी बातें दिल में रखने से बड़े बड़े रिश्ते कमजोर हो जाते हैं
छोटी बातें.- छोटी छोटी बातें दिल में रखने से बड़े बड़े रिश्ते कमजोर हो जाते हैं
द्वादश ज्योतिर्लिंग - देशभर में कहां-कहां पर हैं ये 12 ज्योतिर्लिंग यहां पढ़ें
द्वादश ज्योतिर्लिंग - देशभर में कहां-कहां पर हैं ये 12 ज्योतिर्लिंग यहां पढ़ें
बलिदान - हम सब बलिदान ना सही पर देश के लिए छोटा सा प्रयास तो कर ही सकते हैं
बलिदान - हम सब बलिदान ना सही पर देश के लिए छोटा सा प्रयास तो कर ही सकते हैं
लाइनर श्रीमद्भागवत गीता - श्रीमद्भागवत गीता के 18 अध्यायों का सार - मात्र 18 ...
लाइनर श्रीमद्भागवत गीता - श्रीमद्भागवत गीता के 18 अध्यायों का सार - मात्र 18 ...
समुद्र के किनारे - 'सबसे बड़ा रोग क्या कहेंगे लोग'
समुद्र के किनारे - 'सबसे बड़ा रोग क्या कहेंगे लोग'
Feedback
- 2. What Is Feedback? Why Is Feedback Important? Why People Avoid Feedback? Types Of Feedback? When & Where To Give Feedback? How To Give Feedback? How To React On Feedback?
- 3. What is Feedback? Definition:- Https://Www.Dictionary.Com/Browse/Feedback A Reaction Or Response To A Particular Process Or Activity: Https://Www.Cambridge.Org/ Information Or Statements Of Opinion About Something, Such As A New Product, That Can Tell You If It Is Successful Or Liked: (प्रतिपुष्टि, पृटठ पोषण) Feedback = Feed Brain To Move Forward = Feed Forward
- 4. Feedback is not…… Personal Attack On Individual Only Criticism Yelling At Others Punishment Giving Orders Personal Making Others “Learn A Lesson” Comparing
- 5. Feedback is to….. Praise/ Appreciate A Constructive Way Of Finding Solution Opportunity For Growth & Develop Commentary About The Work Be Noticed Create Self Image
- 6. Importance of Feedback Amazing Tool For Professional And Personal Growth. A Source Of Motivation And Self Esteem. Can Improve Interpersonal Relationships.
- 7. Why People Avoid Feedback? सबसे बड़ा रोग क्य़ा, कहेंगे लोग। Not Ready For Update Lack Of Time Position Education Ego
- 8. Types of Feedback? Positive Feed Back. Negative Feed Back. No Feed Back.
- 9. When We Need Feedback When We Want Something To Change. When We Want Something To Continue. When We Are Doing Something Wrong. When We Are Doing Something Right. ALL THE TIME
- 10. When To Give Feedback? Timely Whenever Good Work Done, To Be Recognized, To Recognize. When The Person Is Already To Expecting Feedback. When A Problem Cannot Be Ignored.
- 11. Where To Give Feedback? When Ever Asked Suggestion Box Register/Diary Write Letter, Email, Feedback Form, Call Center Non-Verbal (During) Social Media.
- 12. Feedback A Good Feedback Is Always Specific Helpful Kind
- 13. Sandwich Feedback Start With A Compliment. (Good Things) Offer Constructive Criticism. (Think Before You Say) End With Encouraging Statement. (Don’t Discourage)
- 14. What To Do With Feedback Fight Flight Freeze Develop
- 15. Accepting Feedback Listen Carefully. Relax. Show Interest. Don’t Defend. Ask Questions For Clarity. Acknowledge The Valid Points. Take Time To Sort Out What You Heard Decide To Change Or Not To Change. Remember To Say “Thank You”.
- 16. After Accepting Feedback Make Action Plan. My Positive Points. Improvement Area. How To Improve. Develop New Ideas.
- 18. Thank you Click Bell Icon Please Subscribe Comment, Like & Share
- 19. Mobile +91 98261 47475 (Voice Calls & WhatsApp) LinkedIn https://www.linkedin.com/in/pankaj-kumar-jadwani-87720a41/ YouTube https://www.youtube.com/channel/UCMF1Mq_aPcAp9ZUx1fGJe_A ?view_as=subscriber Facebook https://www.facebook.com/PankajThe1st Instagram https://www.instagram.com/Pankajthe1st Twitter https://www.twitter.com/Pankajthe1st