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All About Coaching
Everything about Personal and Professional Coaching
Curated by Ariana Amorim
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11 ways to get feedback from your most introverted employee

11 ways to get feedback from your most introverted employee | All About Coaching | Scoop.it
I’m an introvert. Most people don’t believe me when I tell them this (I do a lot of public speaking for an introvert �), but I am an introvert through-and-through. When I need to recharge, I seek…
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Receiving Feedback - Six Scary Words That Make Me Sweat

Receiving Feedback - Six Scary Words That Make Me Sweat | All About Coaching | Scoop.it
"Would you be open to some feedback?" may be the six scariest words I know. It’s embarrassing to admit what a mess I can be about feedback. I teach this stuff. They’re just words, and so is the feedback that comes with them. For me the problem is one of perspective. No doubt most of the people
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How to use others' feedback to learn and grow | Sheila Heen | TEDxAmoskeagMillyardWomen

Most efforts to improve individual and organizational learning focus on teaching people how to give feedback. After years of consulting with organizations around the world on how to manage their most challenging conversations, Heen and her colleagues realized they may have been thinking about the problem the wrong way. She explains why, if you want to improve learning in your organization, the smart money is on figuring out how to receive feedback—even off-base or poorly delivered feedback—and use it to fuel growth.

With plenty of examples and a natural charm, Heen delivers a talk that will change the way you think about feedback. Most of us have a love-hate relationship with feedback, but Heen thinks we can learn to embrace it for the valuable tool it is. If we handle it right, we can use it to enhance our performance and strengthen our most important relationships.

A founder of Triad Consulting Group and a lecturer at Harvard Law School, Heen has spent the last 20 years with the Harvard Negotiation Project, developing negotiation theory and practice. Her work takes her throughout the world, helping people and organizations work through their most difficult conversations.

A New York Times bestselling author of two books, she specializes in particularly difficult negotiations – where emotions run high and relationships become strained. An expert often sought out by the media, Sheila is schooled in negotiation daily by her three children

Via David Hain
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David Hain's curator insight, March 14, 6:32 AM

Feedback - the breakfast of champions! And the higher up you are, the less you get...

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How to take the fear out of feedback - Unstuck

How to take the fear out of feedback - Unstuck | All About Coaching | Scoop.it

Here are seven questions that can help you get to the heart of your feedback.

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Learning and leadership's curator insight, November 28, 2016 5:59 AM
Interesting to understand more about what feedback really means, how to give it and how to use it...
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The Surprising Power Of Appreciation At Work

The Surprising Power Of Appreciation At Work | All About Coaching | Scoop.it
Whether positive or negative, emotions spread. If you can begin to intentionally express positive emotions, like appreciation, in your organization, it can eventually turn the mood around
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Every Manager Needs to Practice Two Types of Coaching

Every Manager Needs to Practice Two Types of Coaching | All About Coaching | Scoop.it

Give better feedback more often.


Frequent coaching makes sense for many reasons. The annual appraisal discussion is accompanied by high anxiety levels when it’s the only time the boss talks about performance. Goals and priorities change more often than a once-a-year appraisal can accommodate. Coaching can redirect effort toward revised priorities. Employees can better learn from experience when the analysis follows quickly on the event. People are more likely to ask for help if guidance is offered in informal reviews. And coaching that is focused on reinforcing effective performance is particularly valuable.


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The Situation – Behavior – Impact Feedback Tool: Providing Clear, Specific Feedback

The Situation – Behavior – Impact Feedback Tool: Providing Clear, Specific Feedback | All About Coaching | Scoop.it
The Situation-Behavior-Impact (SBI) Feedback Tool provides a useful structure to help you deliver focused feedback.
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20 Positive Ways to Confront Poor Performance

20 Positive Ways to Confront Poor Performance | All About Coaching | Scoop.it
Advice for manager who must deal with employee performance issues. (20 Positive Ways to Confront an Employee's Poor Performance.

Via Ingenium Consultants, Mike Klintworth, Bobby Dillard
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Mike Klintworth's curator insight, February 13, 2014 6:30 AM

These 20 tips will help you approach and navigate those sometimes uncomfortable engagements with a poor performer.

Vickie Barnachea's curator insight, February 13, 2014 7:05 PM

Members or employers who does not perform accordingly must be met and told privately about his/her shortcomings and asked the whys and reasons for such performance. Leaders must be understanding and give a few chances to a certain point for them to improved. It has to be pointed out that there will be just one warning and then subsequent numbers of meetings on the same problem will be officially recorded as infractions as per rules of the company or organization. Leaders must dig into the real reasons behind the poor performance to be able to help each member in improving themselves either by mentoring or be guided by a peer in his work until he/she can perform well. 

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Feedback Without The Fireworks: How Not To Be A Negative Creep

Feedback Without The Fireworks: How Not To Be A Negative Creep | All About Coaching | Scoop.it
Negative feedback is an important reality of the workplace. But it can often backfire. Here's how to do it the right way.
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How to Give Kind Criticism, and Avoid Being Critical : zenhabits

How to Give Kind Criticism, and Avoid Being Critical : zenhabits | All About Coaching | Scoop.it

Can you give someone criticism without hurting their feelings or making them angry? Can you do it kindly?

I think that’s a difficult proposition for most people, but in truth it’s possible to give criticism with kindness and have a decent chance of having the person take it constructively.

Ariana Amorim's insight:

I found the article well-written and balanced. A very good read.

 

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The 3 Gifts: Grateful for Growing

The 3 Gifts:  Grateful for Growing | All About Coaching | Scoop.it

They say “feedback is a gift,” but much of the time it does not feel that way.
So, what was different this time?

 

"When feedback is truly a gift, it feels like one… not because it is sandwiched between snuggly fluff… but because it gets us further along our journey to what we are becoming."

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Unlock honest feedback with this one word – Signal v. Noise

Unlock honest feedback with this one word – Signal v. Noise | All About Coaching | Scoop.it
No one seemed willing to be critical or give her pointers on things she could improve. After every board meeting, she would turn to them and ask directly: No one would speak up. Even though they were…
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After Action Review (AAR) Process: Learning from Your Actions Sooner Rather Than Later

After Action Review (AAR) Process: Learning from Your Actions Sooner Rather Than Later | All About Coaching | Scoop.it
Monitoring and evaluating are common activities. But your methods and timing can make all the difference. Learn how the AAR process ensures continuous learning and improves organizational performance.
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Seven ways to give better feedback to your students

Seven ways to give better feedback to your students | All About Coaching | Scoop.it
Research shows that constructive comments can bring a huge boost to learning – but they can also backfire. Here’s how to get them right
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Nine Things To Cover In Your Year-End Performance Review

Nine Things To Cover In Your Year-End Performance Review | All About Coaching | Scoop.it
Don’t just go through the motions of your year-end performance review based on however the company happens to structure it. Build an agenda with these nine items so you get the feedback, information and support you need for your development, advancement and long-term career success.
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Why Using An Anonymous Employee Survey Is Important

Why Using An Anonymous Employee Survey Is Important | All About Coaching | Scoop.it
Should Employee Surveys be Anonymous? Here's the importance of having an anonymous employee survey and how they can benefit your organization.
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Three Tips for Soliciting Useful Feedback ‹ http://coachfederation.org/blog

Three Tips for Soliciting Useful Feedback ‹ http://coachfederation.org/blog | All About Coaching | Scoop.it
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Giving Feedback: Keeping Team Member Performance High, and Well-Integrated

Giving Feedback: Keeping Team Member Performance High, and Well-Integrated | All About Coaching | Scoop.it
Frequent and effective feedback increases productivity and team harmony. Use these strategies to improve how you give and receive feedback.
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The Key To Great Feedback? Praise the Process, Not the Person

The Key To Great Feedback? Praise the Process, Not the Person | All About Coaching | Scoop.it
Telling your employee that they gave a “good effort” does little for their improvement. Keep it honest, no matter how painful.

 

Scientific studies of motivation have identified clear, principled reasons why some types of feedback work, and others don’t. It is neither mysterious nor random. If you’ve gotten it wrong in the past (and who hasn’t?), then you can do a better job giving feedback from now on by sticking to a few simple rules

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7 Tips For Giving Feedback (and Making It a Lot Less Difficult, Too)

7 Tips For Giving Feedback (and Making It a Lot Less Difficult, Too) | All About Coaching | Scoop.it
How do you feel when it’s that time to provide “feedback” to your team?

Via Anna Conrad, Lauren Nichols, David Hain
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donhornsby's curator insight, October 10, 2013 7:23 AM

(From the article): Here’s where it all comes together. You can provide context and consequences, and, you can leave the choice of action to the employee. But the bottom line is, you are the leader and you are the one held ultimately accountable for the overall performance.

 

Keeping that role in perspective can help you provide the sincere, honest feedback. This is your job, and the ultimate decisions about the work of the team falls to you.

 

You aren’t their friend, you’re their leader and your responsibility is to provide open and candid feedback. It is their choice to accept it or not.

Chris Brown's curator insight, October 11, 2013 3:49 PM

Some great tips... especially #1 and #2.  Which one resonates to you?

Sylvie Houliere - Mayca's curator insight, October 16, 2013 5:22 AM

L'art du feedback ets un art difficile. Quelques conseils clairs et simples à lire dans cet article.

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Examples of Constructive Feedback in the Workplace

Examples of Constructive Feedback in the Workplace | All About Coaching | Scoop.it
Giving feedback in the workplace can be a touchy situation, sometimes exacerbated by insensitive supervisors and unreceptive employees. For maximum effectiveness, feedback should be constructive ...

Via Claudia DeSalvo, AlGonzalezinfo
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Claudia DeSalvo's curator insight, August 6, 2013 12:04 PM

How do you feel about getting feedback? Scared? Maybe a little upset? Following the tips on constructive feedback in this article can prevent all those bad feelings that come from a regular feedback session.

 

The line between being constructive and criticizing things is very thin. The supervisor should act as a coach using more questions than bluntly pointing out issues and leaving it at that. According to the article, "A coaching approach can also help foster an atmosphere of trust and mutual respect, leading to a healthy and productive relationship."

 

After the employee knows about the problem, the focus should be turned onto how to fix it and alter their approach to the work that will lead to the desired result.

 

"Seeking permission from the employee before offering feedback can "soften the blow" and help prepare the recipient by making her aware that the supervisor is about to offer some constructive advice."

I believe that asking before giving feedback would be a lot better for both the supervisor and the employee, as they would both be ready and hurt feelings would be easier to avoid.

 

The supervisor is not the only one who needs to strive for a successful feedback session. The employee must keep an open mind and be sure that they understand the next actions they must take. Without the mutual effort, things may not go as well as the may have.

AlGonzalezinfo's curator insight, August 6, 2013 6:03 PM

 Excellent scoop Claudia.  The reason I am adding the image above to this scoop is that feedback is very, very tricky.  While we may have the best intentions, the effort can back fire and set a relationship back. 

 

This article is very helpful and I especially like the coaching and asking for permission concepts. We need to study articles like these and prepare carefully in order to increase our chances of delivering feedback that serves.

 

~  Thank you for your wonderful insight!