1 / 13

THE ART OF FEEDBACK

THE ART OF FEEDBACK. Presented by: Alice Waagen, PhD President, Workforce Learning www.workforcelearning.com (703) 834-7580 alice@workforcelearning.com. AGENDA. What is Feedback? Why is Feedback So Critical for HR Leaders? Feedback Inventory Evaluating Feedback

anevay
Download Presentation

THE ART OF FEEDBACK

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. THE ART OF FEEDBACK www.workforcelearning.com Presented by: Alice Waagen, PhD President, Workforce Learning www.workforcelearning.com (703) 834-7580 alice@workforcelearning.com

  2. AGENDA • What is Feedback? • Why is Feedback So Critical for HR Leaders? • Feedback Inventory • Evaluating Feedback • Ways to Improve Feedback You Give and Receive www.workforcelearning.com

  3. WHAT IS FEEDBACK? Feedback Is … Evaluative Information on Performance www.workforcelearning.com

  4. WHY IS FEEDBACK SO CRITICAL ? For Your Organization's Leaders: • Emperor’s Clothes • It is Lonely at the Top www.workforcelearning.com

  5. FOR HR LEADERS ... I’m a HR Leader, not a referee Workforce Learning Inc. 5

  6. FEEDBACK INVENTORY What are your sources of feedback? www.workforcelearning.com

  7. FEEDBACK INVENTORY • What does your inventory tell you about where you get your feedback? • What are your top three sources? • Is this inventory good enough? How do you know? • Are you missing any valuable information? If so, what would be a source for that information? • Are there any other sources of feedback that you may be ignoring? Lack access to? www.workforcelearning.com

  8. EVALUATING FEEDBACK • The feedback is credible, trustworthy and does not have a hidden agenda • The feedback must be timely and in an appropriate location • Feedback must be personal and interactive • The message must be clear and actionable www.workforcelearning.com

  9. E-MAIL FOR FEEDBACK Rate email as a medium to use for giving and receiving feedback

  10. EVALUATING FEEDBACK Think of a recent situation where you gave someone feedback and evaluate how well you addressed the 4 key components: www.workforcelearning.com

  11. EVALUATING FEEDBACK Think of a recent situation where you received feedback and evaluate how well they addressed the 4 key components: www.workforcelearning.com

  12. EVALUATING FEEDBACK • Which of the components do you find the most difficult? • Which the easiest? • What will you do differently based on these assessments? www.workforcelearning.com

  13. HOMEWORK! • Continue to build and enhance your Feedback Inventory • Work on improving the quality of the feedback you receive • Have your feedback receivers assess the quality of the feedback you give • Share this model with leaders in your organization to improve on the evaluative information fro everyone www.workforcelearning.com

More Related