Q.1. What is the value of feedback and why do people avoid/fear feedback? Discuss how you have gotten better at receiving and giving feedback and how you will make the most of feedback in the future.
Value of feedback:
Feedback can be positive or negative. Feedback is generally provided for an individual, team, product, and services. It holds its own value to which it’s provided. The major importance of the feedback is the indication or scope for the improvement or another way around its kind of note of acknowledgment for achieving set or above expectations. Normal human behavior is to learn new things or improve the one which is learned. Feedback is the one way where it gives us an opportunity to learn otherwise how we will come to know if …show more content…
• To know and learn an area of improvement and make you think to get it right for next time.
• To locate the area of concern that needs some course of action for which you are responsible.
We will further discuss the value of feedback with below two scenarios.
The value of feedback to underperformers
1. Helps to find out the main cause of the low performance.
2. Focusing on the area of the issue and encouraging them with support to change in course of action or change in their behavior.
3. Go to the root of the obstacle to performance.
4. Discuss the issue and guide them through a solution to achieve the performance.
5. Acknowledge and assist them to take ownership for improving their skills.
The value of feedback to high performers
1. Provide support and encourage their skills and talent to keep them motivated and inspired.
2. Give directions by acknowledging their future growth and development.
3. Support and actively involved in their future growth and development.
4. Promote or empower them once identified and evaluated and even set back if required.
People avoid/fear …show more content…
Perspective talking: Feedback should be provided based on set perspective and not to be judgmental or overreact. You must express your views in ways that maintain safety, and you have to find a way to be both confident and humble.
2. Timing early and often: Feedback helps a person to know the weakness as well as his strength. To overcome on the weakness and to give a fair chance to improve the timing of feedback matters. You need to consider the right time and interval to provide the feedback. When planning your feedback, you review the circumstances and define what happened and when. Try to give the feedback as close in time to the time when the action occurred. It is easier to discuss something when the events are fresh in everyone’s minds.
3. Consistent & aligned with goals: Everyone within your organization shares common goals that relate to your organization’s mission, vision, and strategies for success. The feedback must be aligned with the objective and set goals. It should be consistent and structured to help a person to understand the outcome rather getting
Value of feedback:
Feedback can be positive or negative. Feedback is generally provided for an individual, team, product, and services. It holds its own value to which it’s provided. The major importance of the feedback is the indication or scope for the improvement or another way around its kind of note of acknowledgment for achieving set or above expectations. Normal human behavior is to learn new things or improve the one which is learned. Feedback is the one way where it gives us an opportunity to learn otherwise how we will come to know if …show more content…
• To know and learn an area of improvement and make you think to get it right for next time.
• To locate the area of concern that needs some course of action for which you are responsible.
We will further discuss the value of feedback with below two scenarios.
The value of feedback to underperformers
1. Helps to find out the main cause of the low performance.
2. Focusing on the area of the issue and encouraging them with support to change in course of action or change in their behavior.
3. Go to the root of the obstacle to performance.
4. Discuss the issue and guide them through a solution to achieve the performance.
5. Acknowledge and assist them to take ownership for improving their skills.
The value of feedback to high performers
1. Provide support and encourage their skills and talent to keep them motivated and inspired.
2. Give directions by acknowledging their future growth and development.
3. Support and actively involved in their future growth and development.
4. Promote or empower them once identified and evaluated and even set back if required.
People avoid/fear …show more content…
Perspective talking: Feedback should be provided based on set perspective and not to be judgmental or overreact. You must express your views in ways that maintain safety, and you have to find a way to be both confident and humble.
2. Timing early and often: Feedback helps a person to know the weakness as well as his strength. To overcome on the weakness and to give a fair chance to improve the timing of feedback matters. You need to consider the right time and interval to provide the feedback. When planning your feedback, you review the circumstances and define what happened and when. Try to give the feedback as close in time to the time when the action occurred. It is easier to discuss something when the events are fresh in everyone’s minds.
3. Consistent & aligned with goals: Everyone within your organization shares common goals that relate to your organization’s mission, vision, and strategies for success. The feedback must be aligned with the objective and set goals. It should be consistent and structured to help a person to understand the outcome rather getting