"Praise effort, not ability". Remember
to praise those around you for their work, including failures.
Providing feedback an toughest thing in
professional and personal positions, that has the ability to make or breaking a
relationship. Feedback is often corrective, which means its intended to help
the recipient change course or adjust practices when the current ones aren't working.
Therefore giving effective feedback becomes critical. The objective of feedback
conversation is to reinforce positive behaviour or improve performance.
The book is a ready reckoner that provides clear guidelines
and difference between feedback, coaching and Performance Appraisal. Feedback
discussion is an opportunity to share the observations with others about the
performance and behaviour. It becomes very important to identify the right
situation to provide the feedback. The best part of the book is the flow on
feedback process - from planning to follow-up and tips that one should remember
while dealing with feedback. The influence of feedback is easy in job skills,
time and work management and knowledge but it is difficult to influence in the
areas of attributes, habits and
personality traits, where one has to extra cautious.
Some of the points that needs to be followed during feedback
are - Active Listening | Observe Nonverbal cues | Monitoring the reactions |
Paraphrase the recipient.
Feedback is not a cure-all for workplace ills. And feedback varies
in case of difficult conversations, high performers and boss .
"Praise effort, not ability" this
easy to remember thought can become your daily mantra. Remember to praise those
around you for their work, including failures.
A small book, very handy and helpful
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