A feedback culture is based on the competence of people in receiving feedback. We tend to focus a lot on the skill of giving feedback. The true ( inner ) development lies in the competence of receiving feedback.
Toolkit for Employees: Giving and Receiving FeedbackNext Jump
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.
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.
Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables.
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
Toolkit for Employees: Giving and Receiving FeedbackNext Jump
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.
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.
Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables.
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
There is an art to giving and receiving feedback. To get better, feedback is necessary – but it also can backfire if handled poorly. This session is for managers and non-managers and addresses the art of feedback and working with subordinates or peers/team members.
The Art of Giving and Receiving FeedbackDebrief2Learn
In healthcare organizations, it is mission critical that leaders and managers possess the skills to deliver direct, honest feedback to supervisees and peers. Currently, many managers receive minimal training on how to provide concrete feedback plus coaching that can help team members improve their performance. As a result, many supervisees receive feedback that is conflicting, confusing, or no feedback at all. In this workshop, Grace Ng will discuss the current challenges in giving and receiving feedback, provide frameworks and tools that can be applied in feedback conversations, and share her vision for moving towards a culture of feedback and learning.
The art of feedback: e-learning module: What's feedback? Why feedback? How to...Yvan Dierckxsens
This presentation is about the Art of feedback realised by Yvan Dierckxsens of www.idea4U.be Experts in the Art of Motivation.
What's feedback?
Why feedback?
How to give feedback?
How to receive feedback?
You want to master the Art of Feedback follow our workshop http://www.yd4u.be/IDEA4U/feedbacknl.html
These are the slides from a presentation given on 10/5/14 for ELTAU, looking at persuasive language and techniques which can be used across a number of industries, including language training and communication services.
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.
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
Feedback training visuals toolbox presentationPeter Zvirinsky
Feedback training visuals toolbox - communication concepts diagrams and illustrations: Feedback definition
Types of feedback, written and verbal feedback, 360 degree feedback. Giving and receiving feedback
Feedback guidelines, good and bad feedback messages.
Six Things To Remember While Receiving Feedback
(A Performance Appraisal Cheat Sheet )
#Hr #Performance Appraisal #Feedback
__________________________________
Be Open Minded
Listen to all content; suspend judgment about its value
Treat Feedback as Opportunity
This is your opportunity to understand your reviewer’s thinking process. Interrupt and you miss that opportunity to improve.
Clothe With Receptiveness
Adopt an attitude of 100% receptiveness, don’t ever begin to defend or justify your action.
Ask for Clarification. Always
Clarifications are to improve your understanding precisely, not to defend or negate the feedback.
Do not Debate
Whether or how you actually use the feedback is for you to decide later
Finally, Let Silence do the Heavy Lifting
Five signs that indicate silence is needed
Interrupting by talking over some one else
Formulating your response while some one is talking
Using a break in the conversation to create a distraction to change topics
Talking in circles
Monopolizing airtime
___________________
Six Things To Remember While Receiving Feedback
(A Performance Appraisal Cheat Sheet )
#Hr #Performance Appraisal #Feedback
Rajesh Soundararajan
@rajeshsound
There is an art to giving and receiving feedback. To get better, feedback is necessary – but it also can backfire if handled poorly. This session is for managers and non-managers and addresses the art of feedback and working with subordinates or peers/team members.
The Art of Giving and Receiving FeedbackDebrief2Learn
In healthcare organizations, it is mission critical that leaders and managers possess the skills to deliver direct, honest feedback to supervisees and peers. Currently, many managers receive minimal training on how to provide concrete feedback plus coaching that can help team members improve their performance. As a result, many supervisees receive feedback that is conflicting, confusing, or no feedback at all. In this workshop, Grace Ng will discuss the current challenges in giving and receiving feedback, provide frameworks and tools that can be applied in feedback conversations, and share her vision for moving towards a culture of feedback and learning.
The art of feedback: e-learning module: What's feedback? Why feedback? How to...Yvan Dierckxsens
This presentation is about the Art of feedback realised by Yvan Dierckxsens of www.idea4U.be Experts in the Art of Motivation.
What's feedback?
Why feedback?
How to give feedback?
How to receive feedback?
You want to master the Art of Feedback follow our workshop http://www.yd4u.be/IDEA4U/feedbacknl.html
These are the slides from a presentation given on 10/5/14 for ELTAU, looking at persuasive language and techniques which can be used across a number of industries, including language training and communication services.
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.
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
Feedback training visuals toolbox presentationPeter Zvirinsky
Feedback training visuals toolbox - communication concepts diagrams and illustrations: Feedback definition
Types of feedback, written and verbal feedback, 360 degree feedback. Giving and receiving feedback
Feedback guidelines, good and bad feedback messages.
Six Things To Remember While Receiving Feedback
(A Performance Appraisal Cheat Sheet )
#Hr #Performance Appraisal #Feedback
__________________________________
Be Open Minded
Listen to all content; suspend judgment about its value
Treat Feedback as Opportunity
This is your opportunity to understand your reviewer’s thinking process. Interrupt and you miss that opportunity to improve.
Clothe With Receptiveness
Adopt an attitude of 100% receptiveness, don’t ever begin to defend or justify your action.
Ask for Clarification. Always
Clarifications are to improve your understanding precisely, not to defend or negate the feedback.
Do not Debate
Whether or how you actually use the feedback is for you to decide later
Finally, Let Silence do the Heavy Lifting
Five signs that indicate silence is needed
Interrupting by talking over some one else
Formulating your response while some one is talking
Using a break in the conversation to create a distraction to change topics
Talking in circles
Monopolizing airtime
___________________
Six Things To Remember While Receiving Feedback
(A Performance Appraisal Cheat Sheet )
#Hr #Performance Appraisal #Feedback
Rajesh Soundararajan
@rajeshsound
Workshop on Thursday Island in the Torres Strait for Tropical Medical Training Cultural Mentors. Topics covered include - safe learning environment; developing the learner in cultural safety; principles of feedback; tips for learners in receiving feedback and steps in dealing with unhelpful responses to feedback.
Feedback is an effective tool to use in different context, highly useful in training activities, team buildings but also organizational teams and business.
Members of Connect: Professional Women’s Network share advice for effectively delivering the good, bad and ugly.
Connect: Professional Women’s Network is online community with more than 300,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com/womenconnect.
Do’s and don’ts giving and receiving feedbackMarie Lonergan
Sometimes feedback is taken as a criticism and people get defensive. When people are defensive they don't listen. Be mindful of how to give constructive feedback
Feedback has been a central practice in Agile methods. Unfortunately some feedbacks make people upset. Should I say what I think, or should I shut up to preserve collaboration? This talk gives you the necessary ingredients to express authentic and useful feedbacks (Based on Marshall Rosenberg's NonViolent Communication process).
Overcoming limited beliefs to operate within the solution rather than manage the problem for achieve sustainable success or peak performance in business and personal lifestyle.
http://www.impactfactory.com.au
Leadership Training Brisbane - Circles of Trust
Trust is at the heart of performance, engagement and healthy relationships at work. While trust is often difficult to define, we all know when it is absent.
Research published in the Harvard Business Review suggests that more than fifty percent of managers don’t trust their leaders. Carolyn Morgan from the Australian Institute of Management says that Australian organisations are facing a ‘crisis of trust’.
While there may be some trust factors that are outside of our control, as managers there are many that are 100% within our control. If you would like to build more trusting relationships at work and break the negative cycle of mistrust, then this Short Shot is for you.
Circles of Trust is a leadership training course available in Brisbane. Facilitate by James McNamar from The Impact Factory, this leadership training coiurse takes a refreshingly practical look into trust at work. This session examines the behaviours that build trust and those that lead to mistrust. Grass roots strategies that build trust within teams are explored in detail.
http://www.impactfactory.com.au
Perfectionism is the biggest obstacle to creativity and advancement. It prevents us from achieving our goals, getting started with a project and feeling fulfilled. It's also responsible for the feeling of being not good enough.
Wyoming Hospital Association, Part 1, Invisible ArchitectureJoe Tye
Slides used by Values Coach CEO and Head Coach Joe Tye in presentation for the 2017 annual conference of the Wyoming Hospital Association, part 1 of 3 parts.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
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Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
2. Feedback and
how to
receive it
Definition
Receiving= skill to
develop
Receiving vs accepting
Too much ?
Direct indirect official unofficial direct
indirect clear unclear (non)verbal
Advantages
(Inner )development
•Trust
•Relationships
•Output and results
Development
Lead by
example
Resistance
•Who What How
Where Why When
Pull vs
push
Work
on me
first
Feedback
culture
Difficult
Receivers can’t receive
givers can ‘t give
Love Hate Fear
learn vs accept me as I am
Skills
• Self confidence?
• Assertiveness?
• Trust?
• Self efficacy
Coaching
Recognition
Evaluation
3. 3
?
Our reactions Unknown What to do with info
Honest intention Used against us
Pain Trauma Rejection Guilt
4. 4
Content: unfair, not helpful, untrue
Relationship: lack of trust, integrity, compentence
Me: me, myself and I endangered
TRIGGERS
17. Some basics
Do
• Mind your emotions
• Listen and shut up
• Ask for examples
• Summarize and check
• Ask for suggestions
• Thank
• Say what you will (not) do
Do not
• Do not interrupt
• Do not get defensive
• No “yes but…”
• Do not accept everything just like that
17
18. Act... like in ACTION
Know yourself & your feedback
reaction pattern
Prepare & exercise
Ask support