... are we trying to do?"....What benefits do you see in adopting this approach? The Speak for Success way, the receiving and giving Feedback dilemma is solved. Either giving or receiving becomes a win-win outcome, both parties achieve recognition of some form. Look positively to the future, and explore ways through feedback to get there and beyond! Please join me in the feedback revolution, don't suffer in silence, speak for success. We want as much of the right sort of feedback as we can get and we will challenge others to help themselves and help us get out of bed on a new day ... good timely feedback. Personal recognition + motivation + constructive concrete observations/advice. Example - John, I enjoyed listening to your presentation this morning and found it informative. I believe it can be improved before you give it again tomorrow, and one suggestion would be: Your introduction of " we don't know what we are doing" embarrassed some and set an unhelpful negative tone from the outset. A more neutral start would be a rhetorical question," What are we trying to do?"....What benefits do you see in adopting this approach? The Speak for Success way, the receiving and giving Feedback dilemma is solved. Either giving or receiving ...
Tags: feedback | communication | motivation success | feedback revolution | giving feedback | receiving feedbac |

... is clear, consistent and honest feedback. Here's how: 1. Ask yourself: "What useful information do my people need? What information would help them be more successful in their jobs?" Your goal for giving feedback is to encourage future positive behaviors and also to let your staff know how they're doing and the impact they have on others or on the organization. 2. Avoid focusing on feedback as either positive or negative. Feedback is feedback - get rid of those descriptors because they can actually interfere with your ability to get your point across. Your feedback is just as important in giving recognition as it is in correcting ... "but" negates the entire first part and may actually increase defensiveness when giving feedback. Replacing "but" with "yet," can help to soften the impact of what you're saying. So remember to keep your big but out of the discussion. Feedback is important and, as both research and personal experience suggests, a vital contributor to employee engagement. Whether you're on the giving or receiving end, the tips above can help ensure that your feedback serves to engage, rather than alienate, your team members. In addition to employee engagement, creating a culture where feedback is openly given and received can also impact patient safety. An article ...
Tags: giving feedback | employee engagement | health care engagement | employees in health care | customer ser |

... and not be perceived accordingly. And you know what they say - perception is reality. It is something that is important to the receiver of the feedback, even more so if the actual perception doesn't match what their desired perception is. For this reason, the third step to framing feedback well is to show the person how the outcome of their actions changed the impression they wanted to make with that behavior. A popular rule of thumb in giving feedback is SBO (situation, behavior, outcome), where you begin by recalling the actual time a recent behavior was shown, mention what that behavior looked like ... . Yet in reality, the receiver may already have some awareness that the way they are acting is troublesome, even if they don't readily bring it up. And for those who don't have that awareness, your taking over the conversation is just going to prompt greater resistance. So when giving feedback, start with some questions. By allowing for the receiver to speak by asking her non-leading questions based on genuine curiosity, the giver sets the foundation for a 2-way dialogue, not a lecture. A sample question might be: "I was curious, have you ever noticed how you and I ...
Tags: negative feedback | MBA | perception | leadership | communication | work |

... there, factor in the need to make regular top-ups. Whether you're the person giving feedback, or the recipient keeping this analogy in mind may help you get the best value out of the feedback. If, on reflection, you realise the "feedback" you were about to give is really just enabling you to vent your spleen about something that hasn't worked, or to give someone a mouthful because you're in a bad mood then DON'T GIVE IT! It's not fuel and it's certainly not feedback: it isn't getting anyone anywhere, and is far more about you than about ... or GOAL) think about how much food (feedback) is needed to get you there...put too much in and you can't eat it all, too little and you can't make the destination. If you run the fuel down too low for too long, energy levels sink and yet, when you do get more food, you may find you have a much reduced appetite. If it's a long journey and one meal won't get you there, factor in the need to make regular top-ups. Whether you're the person giving feedback, or the recipient keeping this analogy in mind ...
Tags: feedback | help | behaviour | food |

... supervisors and managers Reports (which may include complaints) from other employees, public and/or customers that are considered reliable and can be validated as factual if necessary. After information has been gathered: Ensure the issue is significant enough to be addressed Provide behaviour-specific feedback to the employee Indicate what is happening that is not acceptable When giving feedback be factual and give specific examples about behaviors that have been observed or reported Avoid using phrases that are too general, such as "You have a bad attitude" or "Your attitude needs to change" Indicate what must happen differently (what behaviour or performance is ... happening that is not acceptable When giving feedback be factual and give specific examples about behaviors that have been observed or reported Avoid using phrases that are too general, such as "You have a bad attitude" or "Your attitude needs to change" Indicate what must happen differently (what behaviour or performance is required) Ensure the employee knows that you expect changes to be immediate and ongoing (using these exact words is a great idea because you want both quick and long-term change in behavior) Observe the employee directly to ensure positive behaviour change Give positive feedback for improvements It is interesting to ...
Tags: employee attitude | attitude problems | negative attitude | disciplinary action | giving feedback |

... giving feedback or straight talk. As you sit and ponder the challenges of straight talk, we have put together a few thoughts around it. If feedback is delivered well, it can result in positive action and change. It will also have the willing commitment from the individual for lasting change. Delivered poorly, will result in negativity or hostility. In my experience people will avoid giving the tough feedback because of discomfort with doing so. Others will give feedback poorly when they have reached the breaking point. When the "gift" of feedback is done well, it is truly a gift. The following are some basic steps to giving good feedback ... waiting to give the feedback to him and the only way for the cooks to listen is get their attention". I was awe struck at his response. Most leaders and managers are uncomfortable and dislike giving feedback or straight talk. As you sit and ponder the challenges of straight talk, we have put together a few thoughts around it. If feedback is delivered well, it can result in positive action and change. It will also have the willing commitment from the individual for lasting change. Delivered poorly, will result in negativity or hostility. In my experience people will avoid giving the tough feedback because of discomfort ...
Tags: straight talk | give feedback | straight talk topic | giving good feedback |

... a required competency in today's fast paced global economy. Receiving feedback in a fearless environment enables everyone to take positive action to work with change. In his book, Managing Transitions, William Bridges emphasizes the need for trust in management as a building block of working with multiple simultaneous changes. Giving and receiving feedback is a critical element for trust communication Feedback is a critical element for employee engagement. Fearless feedback is the best. Right now most organizations and most leaders are unable or unwilling to deliver fearless feedback. Unless we can deliver fearless feedback employee engagement will be hard to achieve. This might explain why ...
Tags: Feedback | Employee Engagement | Trust | Leadership |

... communication is to find out how successful we are in sharing our thoughts and ideas. A simple way to do this is by inserting a feedback loop into our conversations, to ensure that the listener has received the true intention of our communication. Adding a simple feedback loop can avoid misunderstanding and confusion. A feedback loop consists of the listener giving the speaker feedback about what he or she has heard them say. In all communications we need at least two feedback loops because there are at least two people involved. Because each person needs their meaning understood, we usually feel a disconnect when the other ... be understood as well. Even though they did not understand your meaning, their meaning brings with it feelings that are now being communicated back to you, for you to receive and understand. How incorporating feedback loops helps us communicate successfully With awareness of the feedback model, you may, as a speaker ask the other person to say back to you what you just said. Asking them for their feedback in the interest of ensuring that you have spoken clearly, will give you an opportunity to correct anything that was inaccurately heard or misinterpreted. If the person listening has already reacted strongly to what ...
Tags: conflict resolution | commution | feedback loop | receiving feedback | achieving mutual understanding |

... Have you encountered feedback from your lavaliere microphones? Are you tired of dealing with it? These tiny microphones are infamous for feedback. There are a variety of things that might help you minimize your feedback. Perhaps this feedback is simply giving you a headache? Whether you are a theatrical company using them for a play or musical; or a house of worship using them for your minister, there are a variety of applications where these microphones can be well-suited. There is another solution that you might find to provide you ... the standard lapel type to using head-worn, or "ear mics". There are a variety of brands available on the market these days, and all offer a slightly different features. You can purchase them with several polar patterns; choosing the correct polar pattern can help, especially in situations where constant feedback is an issue. They come in several different colors, and many of them are great as they can be worn very discreetly. What makes them especially helpful, is they are placed and located in a spot that is far better for picking up speech than as traditionally placed on the ...
Tags: church sound system | lavaliere microphones | microphone extremely close | encountered feedback | feedback h |

... need to take a look at the performance objective that you've specified and then you're going to have to take a look at how your are measuring your problem employee against this objective. Double check to make sure that the measurement matches the objective. How To Handle The Feedback Meeting When the day arrives for the big meeting, make sure that you handle it correctly. A lot of what determines the outcome of your actions has to do with how you prepare for and handle the meeting. The first thing that you want to keep in mind is that ... fire them, but then you'd have to go through all of the effort of going out and finding their replacement. It sure seems like coming up with a way to transform a problem employee into a good employee is what you should be looking for. How To Use The Feedback Technique You would think that using the feedback technique would be pretty straightforward, right? I mean it's just sitting down with your problem employee and telling them what they are doing wrong. How hard could that be to do? If that was all that there was to using the ...
Tags: behavior problem | communication | expected level of performance | feedback | giving direct feedback | pe |

... a look backward - it is the review of what has been done; yet, the most important factor in receiving this information is to determine what you will do with it moving forward. Marshall Goldsmith coined the term "feed-forward" as an alternative to feedback. This is the process of giving someone suggestions for future improvement instead of looking backwards at what they have done in the past. My experience is both are vital aspects of career development. You want to seek input from your manager (or a mentor or a respected colleague) not only on how your performance has been ... I continue doing?" The answers to these questions comprise both a backward look and a forward look at performance and necessary development. For example, if you want to develop better negotiation skills, you may ask, "What should I start doing that will enable me to improve my negotiation skills?" The feedback part of the response could be, "You haven't yet had enough opportunities to negotiate significant contracts with customers." And, the feed-forward part of the response could be, "Why don't you sit in on some negotiation meetings with the vice president of sales and then, as you gain ...
Tags: career development | career development feedback | career growth | career development actions |

... When you give an employee positive feedback, you want the person to feel that your praise is sincere. You also want your comments to encourage the person to continue delivering positive performance. This means that the praise should be immediate so the person can remember what she or he did. It also means that the praise should be connected in some way to the task, behavior, or action. But even if you know these things, it is sometimes easy to overlook "praise-giving" opportunities. So it is useful to have reminders of situations that warrant a compliment. Consider the following nine: After ... that will encourage continued use of positive skills. When you have general discussions about work: This could be during a planning meeting, when talking about problems, or when talking about customers. Look for opportunities to give a compliment that is directly linked to the discussion. When you give someone positive feedback from customers or clients: In other words, do more than just say, "The customer appreciated your help." Take this opportunity to tell the employee how much you value his or her contributions. When you have general discussions about non-work issues: For example, maybe you are talking to someone who ...
Tags: praise | positive feedback | employee performance | performance feedback |

... safety violation in a location where another employee was seriously harmed. Be sensitive to these facts and make sure that the location where you criticize does not make it any more difficult for the employee to hear the negative feedback. Remember The Importance Of TIMING In the workplace, there will be situations when employees perform poorly and make mistakes. In those instances, you will need to criticize performance by giving negative feedback. Just remember that "when" you criticize is just as important as "what you say" when criticizing. Use the six examples in this article as a reminder of the importance of TIMING. ... -time occurrence, you might want to wait to see if he or she repeats the performance. However, if the performance is something that has occurred before, you will want to discuss it more quickly than if it never happened before. Whether you will have future opportunities to give the negative feedback prior to the next situation when you believe the action or behavior might occur again: This might be the case if the person works in a location that is different from yours or works independently. Whether the action or behavior will affect other areas of the person's job: If ...
Tags: negative feedback | criticism | employee performance | negative performance |

... behavior. 2. Use factual descriptions instead of judgments or exaggerations. Too often, people are afraid to be definitive. They use vague descriptions to hide behind their words and not be held accountable. But when you're vague, you confuse people, which leads to communication problems. Therefore, always be specific when giving feedback. Compare the following: -"This is sloppy work." (Aggressive) -"The punctuation in the report needs work. The headings are spaced inconsistently." (Direct) -"If you don't change your attitude about coming to work late, you're going to be in real trouble." (Aggressive) -"I will place any tardy person on a ...
Tags: Effective communication strategies | Constructive feedback |

... ... but when giving your feedback, remember that folks will take cues from you as a leader that will clearly impact their performance. So be supportive, and offer your criticisms in a balanced way. During the round of feedback, don't go first - go last - to avoid others simply agreeing with what you said. (The best way to run the feedback portion of the session is to first ask the "salesperson" to give herself feedback, then ask for two observations from the "customer," then go in order through the observers - policing their proper use of the feedback procedure, and finally offer your own comments.) And, when giving feedback, make ... way to run the feedback portion of the session is to first ask the "salesperson" to give herself feedback, then ask for two observations from the "customer," then go in order through the observers - policing their proper use of the feedback procedure, and finally offer your own comments.) And, when giving feedback, make sure to use your own established procedure (observation, interpretation, suggestion), and don't repeat or refine what others have said even if you can say it better. Try to be as concise as possible, and minimize your own need to "perform" as the coach. End each role-play/feedback round by asking the ...
Tags: beginning sales tips | sales training | successful entrepreneurs | inspirational leadership |

... team leaders, I perform a simple survey. I ask the class why they are so hesitant to give positive recognition to their team members. The reason they provide is quite surprising. Many team leaders choose not to provide positive feedback for a job well done due to the cultural expectations associated with giving positive re-enforcement. Rather than accept and welcome the constructive feedback, first generation Hispanic employees may respond in a way that may surprise the well-meaning team leader or supervisor. The response by the employee may well be: "If you're happy with the work I do, why don't ... customary to financially reward the employees' level of performance. It's important to deal with the cultural perception first generation Hispanics have towards receiving recognition. The danger of not giving positive feedback results in missed opportunities for enforcing positive behaviors and developing the team members. Regardless of employee expectations, the lack of positive re-enforcement for a job well done also makes the employees feel that their extraordinary efforts are not valued. Before giving praise or recognition for the employee's superior accomplishments, the supervisor or team leader can introduce a few ground rules. For example, he/she can say that the purpose ...
Tags: training in spanish | workplace spanish | workshops for hispanic employees | workshops in spanish | lead |

... responsibility). Both can be highly effective. However, the least expensive, and often the most appreciated form of motivation, is performance feedback. We have found that most employees want to be recognized, contributing members of a winning team. Achieving this requires feedback. But, in our experience, many managers find giving frequent, meaningful feedback difficult. To be most effective feedback should be tailored to the individual, well thought out, and delivered close to the event. Anything else will limit the motivational effect. Let's tackle positive feedback first. The easiest way to get started is to catch employees doing something right and tell them about it. One manager ...
Tags: performance feedback | negative feedback | positive feedback | employee motivation |

... in, they know what will sell. They aren't always good at telling you what is wrong with your book, but you can ferret out the information if you listen carefully and objectively. The absolutely most self-defeating thing you can do is get mad at an agent for giving you honest feedback. I recently worked with a client who got so angry at an agent for telling him the truth about his book that he had to drop the project. If an agent spends time telling you things, figure out how to use that information and make your project better. One ... a period of time you get more perspective on it. As a general rule, when you are up close to a project you like it so much you can't see its flaws. Giving yourself detachment is the best tool you can have to see where you can improve your work. Seek feedback even if you have to pay for it. It's important. As a general rule, giving yourself time so that you can get your book published is better than rushing your book through and having a product that either won't get published, or won't get sales. There are ...
Tags: book writing | agents | feedback | author | writer | self publishing |

... enjoy judging? The flip side is judgmental dismissal! It seems many people relish in the harsh put down of others, cloaking it as criticism or being 'real' Pure nonsense, that type of poisonous feedback not only disheartens but also erodes a person's self esteem and confidence. In some cases it causes a backlash, where a receiver shuts out the feedback and gives rise to animosity towards the person giving it. Look for the positive No one is an expert out of the box. We need to look for the positive aspects of a person's endeavor, even if its just their effort ... person's self esteem and confidence. In some cases it causes a backlash, where a receiver shuts out the feedback and gives rise to animosity towards the person giving it. Look for the positive No one is an expert out of the box. We need to look for the positive aspects of a person's endeavor, even if its just their effort or interest, and praise that. Then we can craft 'suggestions' about how to improve, mindful of the damage or help it can render. Try thinking of parenting as the ultimate feedback machine, it may help to soften the criticism we render.
Tags: Criticism | feedback | constructive criticism | nurture | confidence | self esteem |

... sharing their story through a testimonial. Remember the opinion boxes some business used in the past? The same concept applies here; just have simple forms or cards sitting around in your waiting area, exam rooms and front desk giving patient's the freedom to share their opinion at their leisure. Have a secure collection box close to the door for them to deposit their feedback as they leave. Up for the rebound... Postage paid comment cards tucked inside a thank you letter or reactivation letter is another tool to use. Along the same lines as the survey forms, these are cards help ... ask the patients; which might cause that dreaded "awkward" moment if the patient feels like they are being forced to say something nice just because they were asked; that really isn't the kind of feedback you want to roll with. In honor of March Madness here are my final 4 picks for capturing feedback; Good for three points... Testimonials are a very common form of feedback; the best time to capture a testimonial from an active patient is typically when they begin to see and feel a difference in the way the feel. Often times a chiropractor have a member of his ...
Tags: chiropractic marketing | chiropractic marketing ideas | chiropractic marketing tools | chiropractic fee |