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Rescooped by
AlGonzalezinfo
from #BetterLeadership
onto Feedback That Serves January 7, 2013 6:23 AM
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..."Manage your own behavior first. Many managers try to control others’ behavior by being coercive, manipulative or demanding. Control your impulses, take responsibility for your actions, and be adaptable. If you aren’t a responsible leader, don’t expect employees to shoulder the responsibility for making your business a success."
When we receive feedback with an open heart, it is easier to look in the mirror and improve.
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The Bully was ME! Twice!
For the full article go to: http://www.aboutleaders.com/unexpected-leadership-skills/
AlGonzalezinfo's curator insight,
December 12, 2012 11:41 PM
This is my own personal story. I hope it helps communicate the difficulty of changing bullying behavior both in our schools and places of work. 
Enzo Guardino's curator insight,
August 4, 2013 10:09 AM
If only all Leaders would identify their vulnerabilities and turn them around for positive purposes.
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Animated adaptation of a commencement speech given by George Saunders at Syracuse University, May 2013. Produced By: Above Average Adapted By: Tim Bierbaum V...
AlGonzalezinfo's insight:
This is a powerful animation because of its relevance to all of us in our attempts and failures at being kind to others. I am not only reminded of the times I was not kind to people I barely know, but, most impactful are the memories of times that I have not been kind to those I love the most.
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Rarely are managers, in any field, well prepared to deal with employees who need corrective input. In fact, we’ve heard all too often how the whole idea of being critical strikes a note of "being
AlGonzalezinfo's insight:
Excellent post on Feedback that serves. Here is my favorite section:
Steer In Another Direction You may have someone on your team or in your company who needs a frank and honest wake-up call, explaining how they are not a good fit for the company.
When you lay out the specifics with care and respect, hopefully the individual can understand that they would be better off if they moved on rather than feel frustrated and continue to receive less than sterling performance ratings.
Sometimes you can steer the individual in a new direction within the company, but be prepared for this to be met with hurt feelings, skepticism, or flat out refusal. In either case, remember that your honest attempt to help has still been a wake-up call about reality.
And that, in the long run, will be a gift whether or not the recipient can accept
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AlGonzalezinfo's insight:
Listening carefully is of the utmost importance if we want to provide feedback that serves others. Thanks to KJCoach for his wonderful insight during our podcast!
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Understanding Feedback: The 'GPS Direction' To Leadership Success Via Jose Luis Anzizar
AlGonzalezinfo's insight:
Excellente Jose Luis! My favorite section is:
The bottom line is that feedback is a valuable tool for seeing where you stand with various groups of reports. We continue to find that the best way to understand your performance as a leader is with a 360 assessment.
Getting feedback from managers, peers, direct reports and others is much like switching from a paper map to a GPS instrument.
Both show you where you want to go, but the GPS device also shows where you are currently standing in relationship to the ultimate goal. This is critical data in determining the quickest and best path to where you are wanting to be.
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The other day a person, who is writing a book about feedback/360 degree, remembered I was still alive and contacted me to ask if she could interview me. Of course, flattered by the invitation, I agreed immediately (I like people interviewing me!).
AlGonzalezinfo's insight:
Good article on six points relevant to feedback. While I don't agree with his third point, Petere Honey shares good insight on the topic.
Here is my favorite section:
...I am strongly in favour of what I call suggestive feedback where you offer people thought-starters, or options, about possible ways forward. These are offered on a take-it-or-leave-it basis. Even if all the suggestions are rejected, the very fact they have been offered stimulates the recipient's own ideas. The suggestions need not be offered straight away; you could invite their ideas first and only offer yours if you think some promising possibilities have not been explored.
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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's insight:
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!
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.
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AlGonzalezinfo's insight:
Very interesting findings!!!
Anne Egros's curator insight,
June 27, 2013 3:50 PM
ratzelster's curator insight,
June 29, 2013 9:40 AM
These are ideas that seem pretty easy to use and will definitely boost connections.
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When speaking honestly or giving feedback, ask the right questions beforehand. Here are some guidelines to keep in mind. Via David Hain, AlGonzalezinfo
AlGonzalezinfo's curator insight,
April 23, 2013 6:19 AM
Very Good Scoop David! From the article:
Risky conversations in which one party shares the negative effects of another’s behavior may be messy, as feelings often get hurt and let loose as part of the process. This is fine, as long as your intentions are to open to more connection or a better environment. Double check to see if your surface intention to be transparent belies a hidden intent to hurt, distance, punish or passively relieve yourself of resentment.
Ask yourself: Am I feeling threatened, or secretly resentful? If this is the case, it is usually not useful to express your opinions or feelings in that moment. 
Scott Span, MSOD's curator insight,
April 23, 2013 10:38 AM
Not only asking the right questions - but asking if the other person is open to feedback - critical to success. 
Jean-Philippe D'HALLUIN's curator insight,
May 18, 2013 3:16 AM
from article : "When you are about to “be honest”, ask yourself, what is my intention in expressing my truth right now? What is the impact I want to have?"
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I admit it. It can be more than a little terrifying to find out what other people think of you. Up until that point you can pretend that all is well and you’re doing absolutely nothing wrong. The moment you say “What do you think about…?
AlGonzalezinfo's insight:
Why Feedback is Important Like ripping off a Band-Aid, getting feedback from your customers, clients, co-workers or employers is important, no matter if it could be a little hurtful. However, like tearing off a bandage, the pain quickly goes away and you forget what you were so worried about.
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Who would dispute the idea that feedback is a good thing? Both common sense and research make it clear: Formative assessment, consisting of lots of feedback and opportunities to use that feedback, enhances performance and achievement.
AlGonzalezinfo's curator insight,
February 28, 2013 7:40 AM
From the article: What Is Feedback, Anyway? The term feedback is often used to describe all kinds of comments made after the fact, including advice, praise, and evaluation. But none of these are feedback, strictly speaking.
Basically, feedback is information about how we are doing in our efforts to reach a goal.
I hit a tennis ball with the goal of keeping it in the court, and I see where it lands—in or out.
I tell a joke with the goal of making people laugh, and I observe the audience's reaction—they laugh loudly or barely snicker.
I teach a lesson with the goal of engaging students, and I see that some students have their eyes riveted on me while others are nodding off.
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..."Manage your own behavior first. Many managers try to control others’ behavior by being coercive, manipulative or demanding. Control your impulses, take responsibility for your actions, and be adaptable. If you aren’t a responsible leader, don’t expect employees to shoulder the responsibility for making your business a success."
AlGonzalezinfo's insight:
When we receive feedback with an open heart, it is easier to look in the mirror and improve.
Barry Deutsch's curator insight,
January 7, 2013 2:23 PM
Why do most managers and executives have trouble "coaching" their teams to higher levels of peformance? Why is it that so few companies spend NOTHING on training managers and executives how to coach, inspire, delegate, assign, and give feedback? Everyone pays lipservice to the idea of leading/managing teams, but so few companies put their resources behind the concept of being a great place to work because of the quality of the leadership/management. We seem to have taken the "heart" out of leading/managing and it's become a very sterile environment that just doesn't work. Trust comes from the heart, and if you're not leading, managing, coaching from that perspective, your team will NEVER trust you! Barry Deutsch
Leadership Blog for CEOs and Senior Executives in the Vistage and TEC Community
http://www.impacthiringsolutions.com/vistageleadershipcommunity
If your passion is focused on being the best leader possible, join us in our LinkedIn Discussion Group for leadership topics ranging from hiring and retaining top talent to outstanding sales management
http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Leadership-Management-1925834/about
Martin o'neon's curator insight,
January 8, 2013 10:06 AM
Why do most managers and executives have trouble "coaching" their teams to higher levels of peformance? Why is it that so few companies spend NOTHING on training managers and executives how to coach, inspire, delegate, assign, and give feedback?
Everyone pays lipservice to the idea of leading/managing teams, but so few companies put their resources behind the concept of being a great place to work because of the quality of the leadership/management.
We seem to have taken the "heart" out of leading/managing and it's become a very sterile environment that just doesn't work. Trust comes from the heart, and if you're not leading, managing, coaching from that perspective, your team will NEVER trust you!
Barry Deutsch
Leadership Blog for CEOs and Senior Executives in the Vistage and TEC Community
http://www.impacthiringsolutions.com/vistageleadershipcommunity
If your passion is focused on being the best leader possible, join us in our LinkedIn Discussion Group for leadership topics ranging from hiring and retaining top talent to outstanding sales management
http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Leadership-Management-1925834/about
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Want to improve your product, speech, or website? Stop asking people whether they like it.
Bottom Line: If you know there’s still work to do--on your draft essay, on your public speaking skills, on your product--ask people for one or two specific ideas on how they’d improve it. Focus their mind exclusively on practical, specific changes that they think would lead to improvement. Via Scott Span, MSOD
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AlGonzalezinfo's insight:
A tribute to a man who lead global change through forgiveness! #Leadership
Amy Ragsdale's curator insight,
March 10, 2014 10:49 AM
"Strong leaders lead towards a positive outcome by partnering with the other party in preventing the issue from happening again. This way, both parties create a collaborative partnership and a positive future for them AND the organization."
AlGonzalezinfo's curator insight,
March 10, 2014 8:37 PM
It was truly an honor to have been joined by Professor Kim Cameron, on Leading Beyond the Status Quo this week. He is a true advocate for the power of forgiveness and its relevance to good leadership. Professor Cameron explained that to be a strong and mature leader, we need to have the courage to face those who may have done us wrong and present an objective description of the issue. Strong leaders overcome the desire to get even and are able to list the negative consequences because of the action taken against them. Unbeknown to me, Professor Cameron researched the Truth and Reconciliation Commission Hearings in South Africa and has actually visited the prison cell where Nelson Mandela was held. Check out the post at: http://bit.ly/1fQVSMJ
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Employees deserve feedback. So we give it--sometimes with great results, sometimes not so much.
But there's one phrase you can use that will instantly improve the impact of the feedback you give--whether the actual feedback is positive or negative. Via David Hain, Bobby Dillard
AlGonzalezinfo's insight:
Excellent scoop by Bobby Dillard via @onevoicesmiling. researchers discovered that there was one particular type of teacher feedback that improved student effort and performance so much that they deemed it "magical." Students who received this feedback chose to revise their paper far more often that students who did not (a 40 percent increase among white students; 320 percent boost among black students) and improved their performance significantly. Check it out!
Graeme Reid's curator insight,
March 27, 2014 7:38 PM
It is also important to make any feedback about how to improve not a perceived failings. 
Tracee Orman's curator insight,
March 30, 2014 9:58 AM
Writing this one phrase on students' papers boosted student performance by 40%. So simple... 
U-M Human Resource Development's curator insight,
April 11, 2014 4:04 PM
Everyday leaders can achieve extraordinary results by being attentive! Great article!
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AlGonzalezinfo's insight:
Excellent resource on feedback!
From the article:
The nature of feedback
In addition, feedback can encourage or discourage behavior depending on what form it takes; positive feedback reinforces behavior while negative feedback extinguishes it. In general, negative feedback can result in an unpredictable substitution or change of behavior (Tosti, 1986), and should be used with caution or avoided altogether. As a rule, develop performance with formative feedback, and encourage repeat performance with summative feedback.
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The CEO at Happy Cog, a digital design studio, leads by example. Via Maddie Grant, Kevin Watson, AlGonzalezinfo
AlGonzalezinfo's insight:
Here is a very good section about his advice to others:
Reality: I waited too long.
If I can offer any advice to people in my position, it’s please don’t wait to get a candid assessment of what your coworkers think of how you’re steering the ship.
Chances are, you’re not as smooth as you think.
For the full article, go to: https://medium.com/on-management/124f242a0352
Al Maes's curator insight,
November 4, 2013 10:34 AM
Managers, don't assume that you're doing a good job. 
Don Cloud's curator insight,
November 5, 2013 7:32 AM
Powerful story. Leaders must not be afraid of feedback ... in fact, you should seek it out. You already know that your people cannot grow if they are not afforded honest and constructive feedback. They same applies to leaders. Don't make the mistake of stifling your own grown--and that of your organization--by shielding yourself from much needed feedback.
AlGonzalezinfo's curator insight,
November 14, 2013 10:43 AM
I love this post from the CEO at Happy Cog. His honesty and transparency is something we need so much from the big boss.
Most importantly, his courage in not only being reviewed but to talk about it and why it is importantly!
Here is a very good section about his advice to others:
Reality: I waited too long.If I can offer any advice to people in my position, it’s please don’t wait to get a candid assessment of what your coworkers think of how you’re steering the ship. Chances are, you’re not as smooth as you think.
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Founded in 1943, ASCD (formerly the Association for Supervision and Curriculum Development) is an educational leadership organization dedicated to advancing best practices and policies for the success of each learner. Via Ana Cristina Pratas, David Hain
AlGonzalezinfo's insight:
Wonderful scoop from leadership expert David Hain. This is very helpful for teachers and academics everywhere.
David, I am looking forward to our podcast on this topic!
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Great leadership and employee engagement: Four must-have strategies to build feedback channels in your organization Via Claudia DeSalvo
AlGonzalezinfo's insight:
Great scoop Claudia. The only thing I would add to the article is that the supervisor should ensure to request additional feedback from her/his direct reports, in addition to getting feedback from established organiazation channels like suggestion boxes, etc.
The reason this is so important is becuase direct report have great specific insight that can help the supervisor learn even more from the feedback.
Frrom the article:
Act on feedback – Highly engaged employees are enthused about their organization and believe they can positively influence its success. Acting on employee feedback and highlighting the impact employees make is a strong engagement builder. Be sure that all employees know how their colleagues’ suggestions or ideas are being implemented. Regularly sharing results and requesting additional feedback creates predictable, consistent two-way communication that encourages employees to take ownership and understand their ideas are valued by the organization.
Claudia DeSalvo's curator insight,
August 16, 2013 2:55 PM
Communication is key, especially when it comes to giving feedback. Talking at people isn't as effective as taking the time to build a structure for relationships.
Understanding is a must, especially when it comes to building trust and engagement. Do your employees know what they need to do to be successful? Giving them adequate resources is a crucial part in ensuring top quality results from them. The article gives a good question to ask yourself:
After taking the employees into consideration, think of good ways to get them to share their ideas. This will be an opening for formal[printed] and informal[a quick convo] feedback. The feedback should be respected by both parties, and should be responded to in a timely manner. This makes it so that the employee feels valued. After exchanging feedback, you should continue regularly sharing ideas. Communication is best when its two-way.
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Leaders are constantly trying to give feedback to their team. It’s essential that your team know whether or not what they’re doing is correct. Thus feedback has to be given. But how often do you stop and welcome feedback as a leader?
AlGonzalezinfo's insight:
Excellent article on the realities of feedback, especially in the higher ranks of management.
From the article:
1. Ask for feedback: Ouch! This can hurt. When we ask for feedback, we’re asking for some pain.
Go to those on your team and in your community that you know will give you honest feedback. Don’t let them hold anything back. If they do, you’re not getting the whole story.
You may also want tot let those giving the feedback what areas you feel you’re struggling in. Ask them for suggestions on what you can do better.
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Vamos a entender qué es el feedback y cómo podemos usarlo de la mejor manera posible. Via Marie Picon, tuXccoaching
AlGonzalezinfo's insight:
Un video informativo de una autoridad en el tema
Marie Picon's curator insight,
May 7, 2013 4:29 AM
Me parece estupendo lo que nos dice Mertxe Pasamontes con respecto a la identidad en el feed-back negativo. 
tuXccoaching's curator insight,
June 14, 2013 12:21 PM
El feedback es aquella información retroactiva de situaciones vividas, podríamos decir que es un reconocimiento a alguien. Este aprendizaje se apoya sobre los datos obtenidos de las propias actuaciones del individuo, con el objetivo de perfeccionarlas o corregirlas. En el Coaching Educativo aplicamos esta técnica como recurso fundamental en la comunicación con los docentes o alumnos, puesto que es muy necesario ese flujo de información, permitiendo en todo momento al alumno o docente poder evaluarse. Dentro del FEEDBACK, encontramos el feedback positivo y el feedback negativo, en este último se debe tener especial cuidado, ya que se puede interpretar por la otra persona como una crítica, por lo que se debe aplicar como algo que habría que mejorar, nunca criticar.Otra herramienta muy útil, pero menos conocida es el FEEDFORWARD, es aquella técnica que ayuda a centrarse en un futuro positivo, no en un pasado lleno de errores, es muy interesante para los alumnos, ya que potencia las condiciones futuras de éxito. Su función es generar ideas que faciliten cómo se pueden alcanzar los mejores resultados, desde las más atrevidas a las más interesantes propuestas, porque en un principio no se puede saber que es lo más adecuado, pero ayuda a focalizar el interés de cada persona. Es muy gratificante porque siempre es recibido en positivo, focalizando en soluciones no en problemas del pasado, ayudando a hacer lo adecuado , ya que planificando podremos evaluar y en consecuencia "modificar el futuro". Muchos autores sostienen que en lugar de rememorar el pasado, que no se puede cambiar, el concepto del feedforward representa alimentación hacia el futuro, es decir,lo qullamábamos pro-alimentación. Al igual que el Feedback el Feedforward, también cuenta con: Feedforward negativo (la próxima vez, evitar esto o aquello). Feedforward positivo (la próxima vez, intente esto y repita este).
tuXccoaching's comment,
June 14, 2013 3:44 PM
Gracias AlGonzalezinfo , si estoy de acuerdo excelente video.
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Scooped by
AlGonzalezinfo
March 4, 2013 10:26 AM
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Have you ever received frustrating feedback? Have you ever wanted to shout, “are you freaking serious?…” “Have you looked at the impact YOU are making?” ”I don&...
“It’s Not About You” Feedback Indicators
~The feedback-giver is insecure and uncomfortable (warning, there could still be stuff to learn)
~The feedback is inconsistent with all other sources (ahh, but perhaps they have a different perspective)
~You have other signs that they don’t have your best interest at heart (are you sure?)
~You aren’t in the right job, but they are trying to mold you in (oops, this is about you, but the feedback will feel wrong… find a more aligned job)
~Okay, the guy’s just a jerk (sometimes that’s true)?
~What would you add? -- check out the article :)
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Scooped by
AlGonzalezinfo
February 17, 2013 8:47 AM
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Scoop.it!
Providing very clear insight and explanation into the behaviors desired moving forward is of the utmost importance so that the recipient is empowered to succeed the next time.
This is a great job aid for anyone who wants to deliver truly honoring feedback that actually helps the other person and can strengthen the relationship.
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Rescooped by
AlGonzalezinfo
from Business Improvement
December 5, 2012 8:50 AM
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Scoop.it!
Effective leaders often say they prefer to earn employees’ respect than to befriend them. The test comes when these bosses need to dish out criticism.
If you want to be liked by employees, you may muzzle your critical feedback for fear that they will take it the wrong way. It’s easier to keep quiet or drop indirect hints rather than come right out and say, “Let’s discuss how your performance needs to improve.”
To express criticism that sinks in, take these steps:
Providing effective feedback is an essential skill for managers at every level. As this piece suggests, offering concrete, detailed direction is key to employee success.
Why do most managers and executives have trouble "coaching" their teams to higher levels of peformance? Why is it that so few companies spend NOTHING on training managers and executives how to coach, inspire, delegate, assign, and give feedback?
Everyone pays lipservice to the idea of leading/managing teams, but so few companies put their resources behind the concept of being a great place to work because of the quality of the leadership/management.
We seem to have taken the "heart" out of leading/managing and it's become a very sterile environment that just doesn't work. Trust comes from the heart, and if you're not leading, managing, coaching from that perspective, your team will NEVER trust you!
Barry Deutsch
Leadership Blog for CEOs and Senior Executives in the Vistage and TEC Community
http://www.impacthiringsolutions.com/vistageleadershipcommunity
If your passion is focused on being the best leader possible, join us in our LinkedIn Discussion Group for leadership topics ranging from hiring and retaining top talent to outstanding sales management
http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Leadership-Management-1925834/about
Why do most managers and executives have trouble "coaching" their teams to higher levels of peformance? Why is it that so few companies spend NOTHING on training managers and executives how to coach, inspire, delegate, assign, and give feedback?
Everyone pays lipservice to the idea of leading/managing teams, but so few companies put their resources behind the concept of being a great place to work because of the quality of the leadership/management.
We seem to have taken the "heart" out of leading/managing and it's become a very sterile environment that just doesn't work. Trust comes from the heart, and if you're not leading, managing, coaching from that perspective, your team will NEVER trust you!
Barry Deutsch
Leadership Blog for CEOs and Senior Executives in the Vistage and TEC Community
http://www.impacthiringsolutions.com/vistageleadershipcommunity
If your passion is focused on being the best leader possible, join us in our LinkedIn Discussion Group for leadership topics ranging from hiring and retaining top talent to outstanding sales management
http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Leadership-Management-1925834/about
Lead with love.