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The principles of effective feedback delivery from the book can be applied in today's diverse and dynamic business environment in several ways. Firstly, managers should understand the three types of feedback: appreciation, coaching, and evaluation. They should deliver evaluation-type feedback first, followed by coaching-type feedback after a few days. This is because evaluations are psychologically striking and any coaching delivered immediately after may be lost. Secondly, for appreciation-type feedback to resonate, it must be specific, authentic, and in a form valued by the recipient. This could include public recognition, monetary compensation, heartfelt private conversations, or promotions and titles. Lastly, feedback should be clear and specific, avoiding generic labels such as 'be more assertive' or 'be more proactive'. By applying these principles, businesses can create a culture of effective feedback that promotes growth and development.
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There are three main types of feedback: 1) appreciation (i.e. "thanks"), 2) coaching (i.e. "this is a better way"), and 3) evaluation (i.e. "you scored poorly"). Employees and company culture thrive the most when managers are capable to give feedback in all three areas. During feedback delivery, evaluation-type feedback should come first. Coaching-type feedback should then wait at least a few days. Evaluations are so psychologically striking that any coaching delivered immediately after will be lost. For appreciation-type feedback to resonate, three prerequisites must be present. The feedback must be 1) specific, 2) authentic, and 3) in a form valued by the recipient. Possible forms include gestures such as public recognition, monetary compensation, heartfelt private conversations, or promotions and titles. Feedback often comes via generic labels, such as "be more assertive" or "be more proactive." Cut through vagueness and prove for specificity in two areas: 1) What was the actual ob...
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Dreading “feedback season” and afraid that you might leave your review dejected, or end the conversation on an awkward note in case you’re the reviewe...
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