Learning Feedback with LEGO - The Building Blocks of Giving and Receiving Fee...Arthur Doler
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.
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
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.
Giving effective feedback requires proper preparation, delivery, and follow up. The feedback provider should understand the purpose, create a safe environment, maintain a positive tone, and be specific in their observations. When giving feedback, it is helpful to use the STAR method to describe the situation, task, action, and result. Feedback should be a regular occurrence and the recipient should be open to understanding the feedback without becoming argumentative.
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.
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.
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.
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.
The document outlines an agenda for a training session on giving effective feedback. The session will discuss strategic alignment with organizational goals, define key terms, cover the essentials of effective feedback, review sources and opportunities for feedback, and techniques for receiving feedback. Attendees will practice skills and provide evaluations of the training. The overall vision is to transform state government into a high-performance organization through human resources services including developing employees with feedback.
The purpose of providing and receiving feedback is to help people improve and become self-aware by highlighting what works and what needs improvement, and to foster critical self-reflection. Effective feedback is a dialogue that uses the CAPS method ("Compliment", "Appreciation", "Possibility", "Support") and follows tips like making it about the content rather than the person, listening, and being consistent but not instructive unless also teaching. The goal is improvement, not making people feel good.
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.
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.
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 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.
The document discusses the importance of providing effective feedback and outlines four steps and techniques for doing so, including setting clear objectives, observing performance, giving immediate feedback, and recognizing positive performance. It also provides tips for giving constructive feedback such as being specific, using the I technique, ending on a positive note, and recognizing improvement. The conclusion restates that meaningful feedback reinforces good performance and encourages growth.
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.
This document discusses effective communication and feedback skills for clinical mentoring. It identifies key principles like giving feedback in a "feedback sandwich" - starting with a positive, then improvement suggestion, ending with another positive. Feedback should be specific, factual, and non-judgmental. Both mentors and mentees can improve communication through active listening, reflecting, and summarizing. Feedback is most useful when given respectfully and with the goal of supporting learning and growth.
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.
The document discusses principles and strategies for providing effective feedback. It describes feedback as timely, specific, descriptive, and focused on behaviors that can be improved. Effective feedback involves setting goals, monitoring progress, and developing action plans. Feedback should be given frequently and include both positive reinforcement and constructive criticism to promote learning and professional development.
ASKING AND GIVING SUGGESTION CHAPTER 3.pptxJOKO HANDOKO
This document discusses expression of asking, giving, refusing and accepting suggestions in English. It provides definitions and purposes of suggestions. It then outlines formulas and examples of phrases to ask for a suggestion, give a suggestion, accept a suggestion, and refuse a suggestion. It provides sample dialogs demonstrating these expressions. Finally, it includes some example questions testing understanding of suggesting and responding to suggestions.
This assembly explores the value of positivity. It encourages students to look for the positives in situations, focus on achieving good outcomes, and visualize success. The assembly suggests creating a "positivity line" to track one's mood and determine what can move it higher. It emphasizes choosing positivity over negativity, even when facing challenges, and asks students to reflect on when they demonstrated positivity over the following month.
Can asking the right questions be the answerBryan Daly
Can asking right questions be the answer
Do you agree or disagree with the following statement: “Your value as a FEG producer or recruiter and the size of your weekly wire transfer into your bank account is determined more by the amount of information you obtain than by the amount of information you present?”
This document provides tips for developing a positive attitude. It discusses what attitude is, how attitudes are formed and can change, and provides several tips for maintaining a positive attitude, including taking passionate action, acting instead of reacting, focusing on goals, replacing negative thoughts with positive ones, and being grateful. It emphasizes viewing each moment as perfect, talking positively to yourself, and focusing on strengths rather than failures.
The document discusses creating a positive environment and behaviors through making conscious choices. It emphasizes choosing a positive attitude by taking responsibility for one's thoughts and actions. It also recommends adopting positive behaviors through self-assessment, determination, and discipline. The key is that changes start from within by changing one's thinking and influencing one's environment with positive contributions.
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?
This document discusses the definition, purpose, and expressions used for asking, giving, accepting, and refusing suggestions. Suggestion is defined as an idea or plan put forth for consideration, with the purpose of asking for and giving suggestions to help others. Expressions for asking for suggestions include what/should/ought I do and do you have any suggestions. Giving suggestions in regular situations uses should/ought to verb, while dangerous situations use had better verb. Accepting suggestions uses agreeable expressions like good idea. Refusing uses expressions like thanks but no, I'd rather not, or it's a bad idea. The document provides examples of asking for and giving direction, as well as sample conversations applying the suggestion expressions.
The document discusses complimenting appropriately. It begins by defining compliments and explaining why they are given, such as to make someone smile or build positive relationships. It then discusses how compliments are constructed, noting common formulas like "noun phrase is/looks adjective" and ingredients like sincerity and specificity. The document provides tips on when and how to give compliments appropriately as well as how to respond to compliments in a positive way.
How To Overcome Challenges By Wayne Weathersby.pdfWayne Weathersby
Throughout our lives we face challenges in many types of situations. Do
you sometimes freeze up when faced with obstacles because you’re unsure
of what to do? If so, opportunities may pass you by because your resolve to
meet the challenge quickly disappears.
However, the good news is: you can pass any test you face on the way to
your goals!
Opportunities that once passed you by can be turned into stepping stones
on your way to victory. Once you add a few simple strategies to your
arsenal, you’ll be unstoppable on your path to success.
Even big challenges can be surpassed with a few simple techniques.
Overcoming these challenges will spur you on and encourage you to live
the life you were born to live. Instead of feeling fear, you’ll feel confident
when you approach these roadblocks.
It’s okay to feel fear, as long as you allow that fear to propel you
forward. The truth is, anything worth having comes with some setbacks
along the way and obstacles to overcome. Your willingness to face these
challenges head on will determine the level of success you achieve in
your life.
HOW TO OVERCOME CHALLENGES
The document discusses how attitude is a matter of choice and outlines steps to change one's attitude from negative to positive. It states that only 10% of our knowledge comes from what happens to us, while 90% comes from how we choose to react. It provides seven steps to change attitude, which include deciding to change, shifting focus, developing gratitude, believing in yourself, and taking action. The overall message is that we can choose our thoughts, feelings and behaviors by pressing the "pause button" and responding instead of automatically reacting.
Positive thinking brings good results by expecting happiness and success, while negative thinking has the opposite effect. The document provides tips for cultivating positive thinking, such as using positive language, associating with positive people, finding reasons to smile, and believing in yourself. It emphasizes replacing negative thoughts with constructive, happy thoughts. Developing a positive attitude through techniques like these can help achieve goals, attain success more easily, and experience benefits like greater happiness, energy, and inner strength.
Stephen Pierce Presents Overcoming Challenges Made EasyStephen Pierce
Stephen Pierce says, no question: Life will challenge you. Question: Will you be overcome by your challenges or will you overcome your challenges? Here's how to overcome challenges.
This document discusses assertiveness and its importance in evaluations. It defines assertiveness as thinking in terms of win-win outcomes, respecting oneself and others, trusting one's abilities, and taking a proactive approach. In contrast, passive people lack self-respect and trust, while aggressive people lack respect for others. The document provides tips for giving assertive evaluations, such as starting and ending with respect, being constructive rather than critical, and confidently providing advice and praise. It includes case studies to demonstrate assertive evaluations in different situations.
The document discusses how attitudes are formed and can be changed. It notes that people often have negative initial reactions and attitudes towards others or situations, like seeing a donkey as useless. However, with reflection people can recognize the good in others. It suggests reacting less and thinking more in order to avoid negative behaviors from one's attitude. The document advocates choosing a positive response through steps like focusing on solutions, showing gratitude, believing in oneself, and taking action to develop a more positive outlook.
Positive thinking is a mental attitude that expects good outcomes and admits positive thoughts. Practicing positive thinking techniques like exercising self-care, surrounding oneself with optimistic people, practicing gratitude, and changing negative thought patterns can help develop a more positive mindset. The document provides various positive thinking techniques and exercises people can use to train their subconscious mind and develop a habit of thinking positively.
How to Boost Your Career Through Negative FeedbackEnergyCAP, Inc.
This presentation discusses ways to tap into the possibilities for career advancement by recognizing and responding appropriately to the feedback situations in your life.
Drawing on insights from authors Douglas Stone, Sheila Heen, and Brene' Brown, Chris Heinz focuses on the powerful role of the responder in a feedback conversation.
Learn how to:
- Recognize different types of feedback
- Identify triggers that can impact a feedback situation
- Understand the story you may be telling yourself
- Adopt a growth mindset
- Navigate the feedback conversation
Empower yourself through an understanding of the feedback process, pitfalls and potential.
The document discusses different approaches to providing feedback. The traditional approach views feedback as a way to make people feel bad enough to change through direct confrontation and punishment. However, another approach called motivational interviewing views feedback more positively. It recognizes that people are ambivalent about change and resolving that ambivalence is key. Motivational interviewing uses principles like expressing empathy, developing discrepancy between current and desired behaviors, avoiding argumentation, and supporting self-efficacy to encourage learning and behavior change. Structuring feedback by beginning with positives and ending with negatives helps subjects best retain the information.
Feedback, whether positive or negative, provides useful information to guide self-improvement if received and processed appropriately. Negative feedback in particular contains valuable insights, though people naturally prefer and respond better to positive feedback. The most effective ways to respond to feedback are to thank the person for sharing their perspective and ask follow-up questions to fully understand how to make improvements. Rather than ignoring, dismissing, or reacting angrily to criticism, see it as an opportunity for growth.
The document provides advice and guidance for individuals recovering from brain injuries. It discusses the author's experience suffering a brain injury in a car accident and resulting 7 week coma. It then offers suggestions for building confidence after an injury, including learning from one's guardian, making mistakes while practicing new skills, and becoming aware of one's limitations. Finally, it discusses overcoming roadblocks to success, such as fear, lack of goals or energy, and having a positive attitude.
Everyone admires a self-confident person. We may even envy them a little! Self-confident people seem at ease with themselves and their work. They invite trust and inspire confidence in others. These are attractive characteristics.
https://linktr.ee/RacheAl29R
TOP 3 VIDEO TO BOOST YOUR CONFIDENCE.
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https://uii.io/0JX4A
It's not always easy to be confident in yourself, particularly if you're naturally self-critical, or if other people put you down. But there are steps that you can take to increase and maintain your self-confidence.
Front Desk Management in the Odoo 17 ERPCeline George
Front desk officers are responsible for taking care of guests and customers. Their work mainly involves interacting with customers and business partners, either in person or through phone calls.
How to Show Sample Data in Tree and Kanban View in Odoo 17Celine George
In Odoo 17, sample data serves as a valuable resource for users seeking to familiarize themselves with the functionalities and capabilities of the software prior to integrating their own information. In this slide we are going to discuss about how to show sample data to a tree view and a kanban view.
Slide Presentation from a Doctoral Virtual Open House presented on June 30, 2024 by staff and faculty of Capitol Technology University
Covers degrees offered, program details, tuition, financial aid and the application process.
The membership Module in the Odoo 17 ERPCeline George
Some business organizations give membership to their customers to ensure the long term relationship with those customers. If the customer is a member of the business then they get special offers and other benefits. The membership module in odoo 17 is helpful to manage everything related to the membership of multiple customers.
Split Shifts From Gantt View in the Odoo 17Celine George
Odoo allows users to split long shifts into multiple segments directly from the Gantt view.Each segment retains details of the original shift, such as employee assignment, start time, end time, and specific tasks or descriptions.
Views in Odoo - Advanced Views - Pivot View in Odoo 17Celine George
In Odoo, the pivot view is a graphical representation of data that allows users to analyze and summarize large datasets quickly. It's a powerful tool for generating insights from your business data.
The pivot view in Odoo is a valuable tool for analyzing and summarizing large datasets, helping you gain insights into your business operations.
No, it's not a robot: prompt writing for investigative journalismPaul Bradshaw
How to use generative AI tools like ChatGPT and Gemini to generate story ideas for investigations, identify potential sources, and help with coding and writing.
A talk from the Centre for Investigative Journalism Summer School, July 2024
The Jewish Trinity : Sabbath,Shekinah and Sanctuary 4.pdfJackieSparrow3
we may assume that God created the cosmos to be his great temple, in which he rested after his creative work. Nevertheless, his special revelatory presence did not fill the entire earth yet, since it was his intention that his human vice-regent, whom he installed in the garden sanctuary, would extend worldwide the boundaries of that sanctuary and of God’s presence. Adam, of course, disobeyed this mandate, so that humanity no longer enjoyed God’s presence in the little localized garden. Consequently, the entire earth became infected with sin and idolatry in a way it had not been previously before the fall, while yet in its still imperfect newly created state. Therefore, the various expressions about God being unable to inhabit earthly structures are best understood, at least in part, by realizing that the old order and sanctuary have been tainted with sin and must be cleansed and recreated before God’s Shekinah presence, formerly limited to heaven and the holy of holies, can dwell universally throughout creation
How to Store Data on the Odoo 17 WebsiteCeline George
Here we are going to discuss how to store data in Odoo 17 Website.
It includes defining a model with few fields in it. Add demo data into the model using data directory. Also using a controller, pass the values into the template while rendering it and display the values in the website.
AI Risk Management: ISO/IEC 42001, the EU AI Act, and ISO/IEC 23894PECB
As artificial intelligence continues to evolve, understanding the complexities and regulations regarding AI risk management is more crucial than ever.
Amongst others, the webinar covers:
• ISO/IEC 42001 standard, which provides guidelines for establishing, implementing, maintaining, and continually improving AI management systems within organizations
• insights into the European Union's landmark legislative proposal aimed at regulating AI
• framework and methodologies prescribed by ISO/IEC 23894 for identifying, assessing, and mitigating risks associated with AI systems
Presenters:
Miriama Podskubova - Attorney at Law
Miriama is a seasoned lawyer with over a decade of experience. She specializes in commercial law, focusing on transactions, venture capital investments, IT, digital law, and cybersecurity, areas she was drawn to through her legal practice. Alongside preparing contract and project documentation, she ensures the correct interpretation and application of European legal regulations in these fields. Beyond client projects, she frequently speaks at conferences on cybersecurity, online privacy protection, and the increasingly pertinent topic of AI regulation. As a registered advocate of Slovak bar, certified data privacy professional in the European Union (CIPP/e) and a member of the international association ELA, she helps both tech-focused startups and entrepreneurs, as well as international chains, to properly set up their business operations.
Callum Wright - Founder and Lead Consultant Founder and Lead Consultant
Callum Wright is a seasoned cybersecurity, privacy and AI governance expert. With over a decade of experience, he has dedicated his career to protecting digital assets, ensuring data privacy, and establishing ethical AI governance frameworks. His diverse background includes significant roles in security architecture, AI governance, risk consulting, and privacy management across various industries, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: June 26, 2024
Tags: ISO/IEC 42001, Artificial Intelligence, EU AI Act, ISO/IEC 23894
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Training: ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
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2. Giving and getting feedback.What is feedback?What could Simon Cowell learn from Les Goodman?The good, the bad and the helpful.Why feedback is more like a present than a tennis ball.
3. So, what is it?Information…used as a basis for improvementSo feedback should help us to improve…
7. The good, the bad and the helpful.Compliments are positive but don’t tell us how to improveCriticism is negative but doesn’t tell us how to improveFeedback can be positive and/or negative but does help us improve.This is sometimes called CONSTRUCTIVE CRITICISM
9. Tips for Simon Cowell…(Or, how to give helpful feedback…)Ask before you tell (they may already know)Check your motives – feedback should help not hurtBuild on the positivesBe honest about the negativesBe specificPerhaps/ I wonder if/ have you thought about?
11. How can getting feedback be like being hit with a tennis ball?You usually bat it backIf you are not ready for it, it can hurt!It can be competitiveIt can be aggressive/ too fast/ too hardYou have to deal with it immediately
12. How can getting feedback be like a receiving a present?Given with good intentionsIt is packaged nicelyYou can take it away with you and look at it laterIt might be something you want, or something you don’t.You can keep it or throw it away!
13. When receiving feedbackListenDon’t throw it back (like a tennis ball). We often do this by giving excuses.Say ‘thank you’It is now yours to do with what you like (a bit like a gift)