Ask for Feedback
No news is good news… Right?
I have heard from so many people that they do not receive regular feedback from their boss on their performance. Then at the end of the year they have a surprise in their Annual Performance Appraisal. No feedback, does not necessarily mean good feedback is coming. It is our responsibility to ask for feedback on our performance/behaviors. Keep in mind, timing is important. Set up a time with your boss and let them know in advance that you would like specific feedback on your performance.
What about asking your family for feedback? Todd and I have conversations regarding what we need from each other. It is so much more important to have the conversation before the emotions build up.
Blessings
Robin
Wednesday, April 8, 2009
Tuesday, April 7, 2009
April 7 - Timing of feedback
Timing of Feedback
The timing of feedback is critical. It is important that the person receiving the feedback is ready to receive feedback. I know that I have had times that I just am not emotionally ready to receive feedback on my behaviors or performance. A good way to ensure the timing is right is to set a time to talk about it. I have found that it is just not wise to spring coaching/feedback on people. It is hard for people to have self discovery if they have not had time to think about the topic at hand ahead of time.
Todd and I have found that when we need to have serious conversation with one of our children. We tell them we will be talking about the topic at a specific time. This gives the kids the opportunity to think about their behavior and for Todd and I to be prepared. We also find that we are all less emotional, because the timing if right.
Robin
Monday, April 6, 2009
April 6 - balanced feedback
Balanced Feedback
When providing feedback to other people it is important that it is balanced. As human beings we tend to hear and remember the negative feedback more than the positive feedback. In order to provide balanced feedback it is important to start and end with positives.
Balanced Feedback model:
· Feedback on Positive behavior
· Opportunity for improvement
· Feedback on Positive behavior
This model begins and ends on a positive note and it also provides twice as much positive feedback as opportunity for improvement. I feel that positive feedback is light as a feather and makes me feel good. Opportunities for improvement require me to do something and can be heavy like lead. They do not always feel good, so it is important to have more good things than improvements.
Blessings
Robin
When providing feedback to other people it is important that it is balanced. As human beings we tend to hear and remember the negative feedback more than the positive feedback. In order to provide balanced feedback it is important to start and end with positives.
Balanced Feedback model:
· Feedback on Positive behavior
· Opportunity for improvement
· Feedback on Positive behavior
This model begins and ends on a positive note and it also provides twice as much positive feedback as opportunity for improvement. I feel that positive feedback is light as a feather and makes me feel good. Opportunities for improvement require me to do something and can be heavy like lead. They do not always feel good, so it is important to have more good things than improvements.
Blessings
Robin
Sunday, April 5, 2009
April 5 - Praise Feedback
Praise Feedback
I will be focusing on feedback for a couple days. Yesterday, I shared Curbstone Coaching with you. Today, I will share One-Minute Praise.
One-Minute Praise
• Describe specific behavior
• Express value or impact it has
• Support the continuing of the behavior
I have found this model to be very effective in reinforcing positive behaviors at work and at home. Here is an example of one-minute praise at home.
“Thank you for putting the dishes away without being asked. By having an empty dishwasher, we can load the dishes right after dinner tonight and have more time for family fun. Keep up the good work on this. I appreciate it.”
I have found that One-Minute Praise takes little effort on my part, but the rewards are great!
Blessings
Robin
I will be focusing on feedback for a couple days. Yesterday, I shared Curbstone Coaching with you. Today, I will share One-Minute Praise.
One-Minute Praise
• Describe specific behavior
• Express value or impact it has
• Support the continuing of the behavior
I have found this model to be very effective in reinforcing positive behaviors at work and at home. Here is an example of one-minute praise at home.
“Thank you for putting the dishes away without being asked. By having an empty dishwasher, we can load the dishes right after dinner tonight and have more time for family fun. Keep up the good work on this. I appreciate it.”
I have found that One-Minute Praise takes little effort on my part, but the rewards are great!
Blessings
Robin
Saturday, April 4, 2009
April 4- feedback
Effective feedback
I have utilized the Curbstone Coaching model for years in my career and personal life. I have found this to be an effective tool in providing performance feedback to staff. The focus is on helping people identify their own strengths and opportunities to improve. Let’s face it no one wants to be told what they could improve on or what they are doing wrong, but deep down we all know there is opportunity to improve. When the ideas for improvement come from the person making the improvements, it is more likely that the person will take ownership for it.
The Curbstone Coaching model also focuses on the things that the person is doing well and reinforces positives. We all need positive feedback in our lives and jobs. It is a great model to use in many conversations.
Curbstone Coaching Model
1. Ask: How are things going for you?
2. Ask: What is going well for you?
3. Tell: I have observed/heard you doing _______ well.
4. Ask: What do you want to improve?
5. Tell: I feel that you can improve _________.
6. Summarize the conversation
Blessings
Robin
I have utilized the Curbstone Coaching model for years in my career and personal life. I have found this to be an effective tool in providing performance feedback to staff. The focus is on helping people identify their own strengths and opportunities to improve. Let’s face it no one wants to be told what they could improve on or what they are doing wrong, but deep down we all know there is opportunity to improve. When the ideas for improvement come from the person making the improvements, it is more likely that the person will take ownership for it.
The Curbstone Coaching model also focuses on the things that the person is doing well and reinforces positives. We all need positive feedback in our lives and jobs. It is a great model to use in many conversations.
Curbstone Coaching Model
1. Ask: How are things going for you?
2. Ask: What is going well for you?
3. Tell: I have observed/heard you doing _______ well.
4. Ask: What do you want to improve?
5. Tell: I feel that you can improve _________.
6. Summarize the conversation
Blessings
Robin
Thursday, April 2, 2009
April 3 - forgiving
It is very easy to forgive others their mistakes;
it takes more grit and gumption to forgive them
for having witnessed your own.
- Jessamyn West
I know that it is much harder for me to forgive myself of my mistakes than it is for me to forgive others.
Blessings
it takes more grit and gumption to forgive them
for having witnessed your own.
- Jessamyn West
I know that it is much harder for me to forgive myself of my mistakes than it is for me to forgive others.
Blessings
Wednesday, April 1, 2009
April 2 - giving
True giving is done
without the slightest trace
of expecting to receive.
- Alice R Pratt
without the slightest trace
of expecting to receive.
- Alice R Pratt
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