For any golfers out there, practicing at a driving range should be part of your continual improvement efforts. Yet, one would not go to a driving range, at night, with no lights. purchase discount medication! buy dapoxetine online india . approved pharmacy, dapoxetine generic priligy. You need the feedback to drive the improvement of your game. So true in golf; so true in management –the power of feedback. buy baclofen online prednisone cost without insurance prednisone cost without insurance buy Deltasone , baclofen pump price , street price for baclofen .
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Providing feedback is a critical skill for every manager. And like any skill, some ways of providing feedback are more effective than others. No wonder delivering feedback is a core skill in every management development program, even ours at Impact Learning Systems. There is plenty written about how to give feedback, so I won’t address this, at least not here, not now.
Yet, I wonder if this is only one side of the coin – what about the skill of accepting feedback? If managers and staff are not open to feedback, is it all for naught? If employees are not receptive to feedback, is it of any value? If the feedback is delivered, but not received, did it really happen? If communication is a two-way interaction, feedback then must be delivered AND received.
So perhaps for managers, receiving feedback as an art, skill or habit is even more important for us. If we, as role models, are not receptive to receiving feedback, how likely will our staff be?****NOTE: Send your comments on this question.****
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Let’s take a scenario. Let’s say one of your more outspoken team members says to you, "The way you run staff meetings is a waste of time." In reacting to this, you could:
- React defensively with a counter-argument.
- Come up with excuses as to why the meetings are run that way.
- Ask questions to open up suggestions.
I fear that human nature prompts us to respond with option #1 or #2. It is only human to defend ourselves when under attack. It is hard not to take comments like this personally. But there are at least three problems if we react with options like #1 or #2. Foremost, we remain blind to a blind spot; we ignore something that could be improved. Just like hitting golf balls in the dark. The second drawback of options #1 or #2 is that we may cut off any future input from this team member. We demonstrated that we were not interested in the input. Thanks but no thanks. And thirdly, we missed an opportunity to model how to accept feedback. We closed the door on feedback, yet expect our staff to keep the door open to feedback. How hypocritical is that?
My last point: feedback is a gift. Someone took the effort, the thoughtfulness, and the risk to provide you with this gift. So just what my mom always told me. You might not like the gift; you cannot bear to accept the ugly yellow plastic fruit bowl from your aunt. As my mom taught me, "John, you only have to do two things: Accept the gift and sincerely say 'thank you.'"