Receiving feedback
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This document provides tips for receiving feedback effectively. It recommends being open to feedback, thanking people for their comments, avoiding defensiveness, listening to identify areas for improvement, asking for clarification if needed, clearly identifying where you want feedback, considering both positive and critical feedback, and joining conversations to receive additional feedback. The goal is to improve communication through meaningful feedback exchanges.
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The document provides guidance on effective communication strategies when giving instructions or requests to others. It recommends using "I statements" to avoid confrontation and provide a win-win situation. It also suggests making statements rather than asking questions so the other person cannot refuse the request. Additionally, it advises distracting or diverting someone's attention when needed and giving a heads up about future expectations or tasks.
Leadership TranscriptReport
This document is a transcript report for Edmund Klicman that summarizes his online course completions from February 3, 2015 through February 2, 2016. It shows that he completed 26 courses with a total estimated time of 28 hours. The transcript lists each course name, estimated time to complete, and completion date. All courses were made available through Summa's Learning Center and were focused on topics like time management, leadership, communication, and workplace diversity.
Lifeline
This document provides instructions for interviewing a classmate to learn important details about their life experiences such as starting primary school, riding a bike, entering high school, having a first romantic experience, being born, going out alone, falling in love for the first time, attending their first disco, and going on a solo trip. The interviewer is directed to write the classmate's name and then ask eight questions to determine the year each of these events occurred.
Thanks for the feedback - Book Summary
This document discusses the challenges of giving and receiving feedback. It notes that feedback triggers emotional responses related to truth, relationships, and identity. Effective feedback separates appreciation, coaching, and evaluation and considers the purpose and perspective of both the giver and receiver. Blinspots exist in how we see ourselves versus how others see us. Managing identity as a fixed trait versus a growth mindset impacts our openness to feedback. The document provides tips for leaders, teams, and individuals to improve feedback conversations.
Six Things to Remember While Receiving Feedback
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
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
Leadership and the art of receiving feedback
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.
Giving and receiving feedback 2003
The document discusses giving and receiving feedback within a team environment. It provides guidance on coaching skills and key principles for feedback, including that all team members share responsibility for helping each other improve. It outlines best practices for giving feedback, such as doing so privately and focusing on correcting issues rather than punishing. When receiving feedback, the document advises being open and viewing it as a way to grow, rather than a personal attack.
Recommended
Pd
The document provides guidance on effective communication strategies when giving instructions or requests to others. It recommends using "I statements" to avoid confrontation and provide a win-win situation. It also suggests making statements rather than asking questions so the other person cannot refuse the request. Additionally, it advises distracting or diverting someone's attention when needed and giving a heads up about future expectations or tasks.
Leadership TranscriptReport
This document is a transcript report for Edmund Klicman that summarizes his online course completions from February 3, 2015 through February 2, 2016. It shows that he completed 26 courses with a total estimated time of 28 hours. The transcript lists each course name, estimated time to complete, and completion date. All courses were made available through Summa's Learning Center and were focused on topics like time management, leadership, communication, and workplace diversity.
Lifeline
This document provides instructions for interviewing a classmate to learn important details about their life experiences such as starting primary school, riding a bike, entering high school, having a first romantic experience, being born, going out alone, falling in love for the first time, attending their first disco, and going on a solo trip. The interviewer is directed to write the classmate's name and then ask eight questions to determine the year each of these events occurred.
Thanks for the feedback - Book Summary
This document discusses the challenges of giving and receiving feedback. It notes that feedback triggers emotional responses related to truth, relationships, and identity. Effective feedback separates appreciation, coaching, and evaluation and considers the purpose and perspective of both the giver and receiver. Blinspots exist in how we see ourselves versus how others see us. Managing identity as a fixed trait versus a growth mindset impacts our openness to feedback. The document provides tips for leaders, teams, and individuals to improve feedback conversations.
Six Things to Remember While Receiving Feedback
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
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
Leadership and the art of receiving feedback
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.
Giving and receiving feedback 2003
The document discusses giving and receiving feedback within a team environment. It provides guidance on coaching skills and key principles for feedback, including that all team members share responsibility for helping each other improve. It outlines best practices for giving feedback, such as doing so privately and focusing on correcting issues rather than punishing. When receiving feedback, the document advises being open and viewing it as a way to grow, rather than a personal attack.
Giving and receiving feedback
The document discusses giving and receiving feedback effectively. It recommends that when giving feedback, one should be specific, sensitive to the recipient's goals, timely, descriptive, and non-judgemental. When receiving feedback, the recipient should be open-minded, attentive, and avoid making excuses to disregard the feedback. Giving and receiving feedback are skills that improve with practice.
Giving and receiving feedback
This document outlines a communications lab on giving and receiving feedback. The objectives are to learn effective strategies for giving feedback in a constructive way and receiving feedback well. The agenda includes sections on giving positive and constructive feedback using specific formulas and guidelines. It also covers receiving feedback by actively listening and asking questions. Participants will practice these skills through role plays and exercises. The document provides resources for additional feedback-related training opportunities.
Feedback training visuals toolbox presentation
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.
The Art of Giving and Receiving Feedback
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.
Effective Feedback
The document discusses effective feedback and its impact on student motivation and achievement. Effective feedback focuses on the learning goals and success criteria, reduces the gap between current and desired performance, and provides direction for next steps. The most effective types of feedback are self-regulatory and process feedback, which support self-assessment and learning strategies. Less effective types include personal praise and right/wrong feedback, which do not relate to the learning goals. Providing clear, focused feedback and giving students time to reflect and improve are important for maximizing its benefits.
10 steps in giving effective Feedback
Feedback is an effective tool to use in different context, highly useful in training activities, team buildings but also organizational teams and business.
How to Give Feedback
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.
5 Ways to Give Feedback that Elicits Real Change
Employees want to receive feedback, but the way that managers interpret this widely varies. This slideshare helps define a feedback process that drives organizational success and allows for real change.
Receiving Feedback
For feedback to be effective, it has to be received. View this infographic to learn to better receive feedback.
Giving and receiving feedback
Giving and receiving feedback helps improve performance and interactions with others. When giving feedback, do so constructively by focusing on positives and being timely. Address issues close to when they occurred. Both the giver and receiver should aim to make it a learning experience, not a criticism. The receiver should listen actively without rejecting the feedback, and ask questions to better understand and apply the feedback.
Listening and Giving & Receiving Feedback
This document outlines an training program on communication and self-management skills for supervisors. The program consists of modules on listening skills, giving and receiving feedback, and other topics. It provides an overview of the program structure, acknowledges those involved in its development, and gives details about the first two modules, which focus on listening skills like using open-ended questions and empathy, and on effectively giving and receiving feedback through descriptive behavior and setting goals for improvement.
Learning Feedback with LEGO - The Building Blocks of Giving and Receiving Fee...
This document provides guidance on effectively giving and receiving feedback. It discusses the different types of feedback (appreciation, coaching, evaluation) and mirrors (supportive, honest). It also covers common feedback triggers related to truth, relationships, and identity. Strategies are presented for unpacking labels, addressing triggers, and having a productive feedback conversation using techniques like active listening and problem solving. The overall message is that feedback is important for growth but often fails due to poor delivery; following best practices can help overcome challenges and make feedback more effective.
The Art of Giving and Receiving Feedback
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.
Active listening, Why and How to improve your listening skills
This document discusses the importance of active listening and provides tips to improve listening skills. It notes that most people only remember 25-50% of what they hear in a conversation. To actively listen, one should pay full attention without distractions, acknowledge what the speaker says through body language and verbal cues, reflect back and ask questions to confirm understanding, refrain from judgment, and respond appropriately. Mastering active listening requires concentration but leads to better communication, relationships and workplace success.
Giving and receiving feedback
The document discusses giving and receiving feedback. It defines feedback as information about the result of an event or phenomenon that influences future similar events. The document outlines how to ask for feedback by selecting a trusted colleague, preparing what to discuss, and being specific about strengths and areas for growth. It also provides guidance on receiving feedback by being open-minded and asking questions, and on giving feedback by being realistic, specific, sensitive, and focusing on observations rather than judgments. The goal of feedback is learning and improvement rather than being punitive.
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.
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.
Making Feedback Less Stressful (HBR Webinar, February 2015)
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Email addresses
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The document discusses giving and receiving feedback effectively. It recommends that when giving feedback, one should be specific, sensitive to the recipient's goals, timely, descriptive, and non-judgemental. When receiving feedback, the recipient should be open-minded, attentive, and avoid making excuses to disregard the feedback. Giving and receiving feedback are skills that improve with practice.
Giving and receiving feedback
This document outlines a communications lab on giving and receiving feedback. The objectives are to learn effective strategies for giving feedback in a constructive way and receiving feedback well. The agenda includes sections on giving positive and constructive feedback using specific formulas and guidelines. It also covers receiving feedback by actively listening and asking questions. Participants will practice these skills through role plays and exercises. The document provides resources for additional feedback-related training opportunities.
Feedback training visuals toolbox presentation
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.
The Art of Giving and Receiving Feedback
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.
Effective Feedback
The document discusses effective feedback and its impact on student motivation and achievement. Effective feedback focuses on the learning goals and success criteria, reduces the gap between current and desired performance, and provides direction for next steps. The most effective types of feedback are self-regulatory and process feedback, which support self-assessment and learning strategies. Less effective types include personal praise and right/wrong feedback, which do not relate to the learning goals. Providing clear, focused feedback and giving students time to reflect and improve are important for maximizing its benefits.
10 steps in giving effective Feedback
Feedback is an effective tool to use in different context, highly useful in training activities, team buildings but also organizational teams and business.
How to Give Feedback
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.
5 Ways to Give Feedback that Elicits Real Change
Employees want to receive feedback, but the way that managers interpret this widely varies. This slideshare helps define a feedback process that drives organizational success and allows for real change.
Receiving Feedback
For feedback to be effective, it has to be received. View this infographic to learn to better receive feedback.
Giving and receiving feedback
Giving and receiving feedback helps improve performance and interactions with others. When giving feedback, do so constructively by focusing on positives and being timely. Address issues close to when they occurred. Both the giver and receiver should aim to make it a learning experience, not a criticism. The receiver should listen actively without rejecting the feedback, and ask questions to better understand and apply the feedback.
Listening and Giving & Receiving Feedback
This document outlines an training program on communication and self-management skills for supervisors. The program consists of modules on listening skills, giving and receiving feedback, and other topics. It provides an overview of the program structure, acknowledges those involved in its development, and gives details about the first two modules, which focus on listening skills like using open-ended questions and empathy, and on effectively giving and receiving feedback through descriptive behavior and setting goals for improvement.
Learning Feedback with LEGO - The Building Blocks of Giving and Receiving Fee...
This document provides guidance on effectively giving and receiving feedback. It discusses the different types of feedback (appreciation, coaching, evaluation) and mirrors (supportive, honest). It also covers common feedback triggers related to truth, relationships, and identity. Strategies are presented for unpacking labels, addressing triggers, and having a productive feedback conversation using techniques like active listening and problem solving. The overall message is that feedback is important for growth but often fails due to poor delivery; following best practices can help overcome challenges and make feedback more effective.
The Art of Giving and Receiving Feedback
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.
Active listening, Why and How to improve your listening skills
This document discusses the importance of active listening and provides tips to improve listening skills. It notes that most people only remember 25-50% of what they hear in a conversation. To actively listen, one should pay full attention without distractions, acknowledge what the speaker says through body language and verbal cues, reflect back and ask questions to confirm understanding, refrain from judgment, and respond appropriately. Mastering active listening requires concentration but leads to better communication, relationships and workplace success.
Giving and receiving feedback
The document discusses giving and receiving feedback. It defines feedback as information about the result of an event or phenomenon that influences future similar events. The document outlines how to ask for feedback by selecting a trusted colleague, preparing what to discuss, and being specific about strengths and areas for growth. It also provides guidance on receiving feedback by being open-minded and asking questions, and on giving feedback by being realistic, specific, sensitive, and focusing on observations rather than judgments. The goal of feedback is learning and improvement rather than being punitive.
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.
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.
Making Feedback Less Stressful (HBR Webinar, February 2015)
Slides from my HBR Webinar on February 26, 2015. Topics include emotion (and emotion management), social threat, the SCARF model and the Net, as well as building a feedback-rich culture.
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This document provides tips for receiving feedback effectively. It recommends being open to feedback, thanking people for their comments, avoiding defensiveness, listening to identify areas for improvement, asking for clarification if needed, clearly identifying where you want feedback, considering both positive and critical feedback, and joining discussions to receive others' feedback. The goal is to have constructive conversations to improve through feedback.
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Receiving feedback
- 2. Welcome feedback 1/30/2015 Be open to receiving feedback. People will be more comfortable giving it. 2
- 3. Thank people for their feedback 1/30/2015 “Thanks for that. I will consider your comments” 3
- 4. Do not respond when feeling defensive 1/30/2015 4
- 5. Listen to identify areas for improvement 1/30/2015 5
- 6. Ask for clarification... 1/30/2015 … if you are not sure of what is being said 6
- 7. Clearly identify areas where you seek feedback... 1/30/2015 … consider your audience and consider the method you use to gather feedback 7
- 8. If you are handed a feedback sandwich... 1/30/2015 Sample the filling. It may be the most nutritious and delicious piece. 8
- 9. George Bernard Shaw “The single, biggest problem with communication is the illusion that it has been accomplished." 1/30/2015 http://www.trainingpages.com/cdocs/liggy/6517/WWBookCommsextract.pdf
- 10. Please join our conversation ... 1/30/2015 10 ... and give us your feedback
- 11. Images located here: 0 http://2.bp.blogspot.com/_- 9R5v7OV2s0/Szmk_GK6uoI/AAAAAAAAAZs/BK87AAo7_cA/s400 /dog-open-arms-cartoon.gif Open armed dog 0 http://3.bp.blogspot.com/_zDK8WVLPoyI/TLD1inCT7yI/AAAAA AAAAIY/f6PH3t_LOeg/s1600/Feel_good_sandwich.jpg Dagwood 0 http://www.timtim.com/public/images/drawings/large/3104_M agnifying_Glass.gif Magnifying Glass 0 Feedback avatars http://blogs.msdn.com/blogfiles/willy- peter_schaub/windowslivewriter/tfsintegrationplatformvstsrang erslog2009_8bf9/clipart_of_10931_sm_2.jpg 0 Defensive lady http://www.bbc.co.uk/worldservice/learningenglish/communica te/blog/teacher//images/hands_on_hips.jpg 1/30/2015 11