From the speech given by Sheila Heen in the TED Talk, we can see that a number of her ideas on feedback align with some of the methods suggested by the information in Block 6 on giving an effective counseling, while her ideas also hold differences from the Block 6 information. The similarities that come from Dr. Heen’s ideas of feedback and Block 6 is to engage the leader and subordinate in the counseling/evaluation, where both sides speak rather than the one doing the evaluation performing a monologue. This is emphasized when Dr. Heen said when establishing what organizations and companies said were their most difficult conversations which was, “feedback…feedback was on that list 100%...people and organizations all over the world struggled with feedback”, (Heen). This aligns with the information from Block 6, from the practical exercise …show more content…
Overall, Dr. Heen’s ideas on feedback work with using feedback to better the receiver, to help them grow and to learn, this works with the information from Block 6, where we were encouraged to work with whoever we may give a counseling to, with the idea being to get the individual counseled to actually care about what they are being told and that they will be motivated to meet the goals of the counseling as they helped make said goals in the first place. From the information I have gathered from both Dr. Heen’s speech and from the information from Block 6, I conclude that both the leader and subordinate are equally responsible in having an effective counseling. I say this from what the practical exercises in Block 6 taught the class, mainly how to get who we counsel to
In Jane McGonigal’s Ted Talk, “The game that can give you ten extra years of life” explains how she created a game called “Jane the Concussion Slayer” to help her overcome a concussion that didn’t heal properly. McGonigal describes to her audience the different levels and power-ups she created to make herself feel better. In doing so, she believed it helped her tackle challenges with more creativity, determination, and optimism. McGonigal then concludes her speech and challenges her audience to create their own game to add years to their lives. Taking away from this video, I have decided to create my own game so I can have a good and productive fall semester by creating “Power Points” to help me stay an organized and determined college student.
Katy Hutchison opened to viewers with two heart felt stories during her Ted Talk. In her opening, she states lots of experiences will happen in life whether it be great or bad. She believes that when it them becomes a time in one’s life where a mess happens then there’s a moral responsibility to clean up the mess no matter the means. In the process, if cleaning the problem one may realize that they’ve been standing next to the person who created the mess. In the moment of realization, you’ll begin to feel the amount of possibility. What I gained from her message was that life has its up and down. While you’re up life is great, and everything goes as for as planned. You look forward to the next day because you know it going to be great. But,
The first strategy is to provide value added feedback to employees. Critical Talent both expect and deserve feedback at other times that just at performance reviews. Feedback needs to be regular, specific, timely, and valuable to the employee.
... the feedback will help me to see the improvement I have made including positive or negative action I have taken.
Ms. Geis feels that to be an effective leader one must demonstrate with a high level of confidence, “even if I’m unsure of myself, I have to be ready to stand by my decision and carry it out.” Although, she also stated a competent supervisor must also be able to accept when they are wrong. Ms. Geis provides supervision for 15 direct care workers in the programs and finds “That’s a lot of different viewpoints and perspectives to sort through.” Therefore, she finds difficult people are not easy to work with. From an administrate role, she states, “You can not let it consumes you and affect you negatively.” Ms. Geis feels that to be an effective manager when working with complex individuals one must learn how to use their strengths and adapt the work environment. “You find what they are really good at and place them in the best role that uses their strong points.”
First type is positive feedback. This type of feedback we all love but too much positive feedback can cause us to become complacent with our work. Receiving this type of feedback is definitely encouraging to a worker and it stands out the most due to the fact of how well it made us feel. The next type is negative feedback, which to us means failure. We do not like how receiving negative feedback feels so we usually do not accept unfavorable information. There is also a tendency for the recipient to try to place blame on another individual, constant explanations as well as only fixing the behavior to avoid it in the future. Doing so may change the individual’s actions but if they have no guidance with it he or she may still not perform at a desired behavior. The last type of feedback is no feedback at all. The article states, that no response feedback at all is detrimental to the employee’s performance in the workplace (Sadri and Seto, 2011). There has to be some type of encouragement or motivation for them. The authors have a good rule to follow with feedback, “Since the purpose of feedback is to motivate and inform, we suggest that the ratio of positive to negative information that an individual receives is very important. Three positives followed by one negative is a good ratio” (Sadri and Seto, 2011, p.
Maintaining a consistent policy of providing feedback enhances employee engagement and also it encourages lower level managers to do the same for their direct reports perpetuating the good practice. “Taking the time to individually
Sproles, H., Panther, E. E., & Lanier, J. E. (1978). PL 94-142 and Its Impact on the Counselor's Role. Personnel & Guidance Journal, 57(4), 210. Retrieved from EBSCOhost.
Constructive feedback is a gift, a phrase that has been repeated on several occasions throughout
...izations tuned to success in the 21st century know they will be operating in a shifting environment. They are well aware that information both individual and organizational will be a key success area. In this area of continuous change, 360° feedback becomes an invaluable tool to not only stay current, but to always grow the cutting edge of the skills needed to thrive. 360° feedback can also be a quick and easy way of conducting training needs requirement. By keeping track of the skills needed and the proficiency levels shown, training departments can rapidly and accurately examine the subject, content, and frequency of their program curriculum. What used to take days can now be done in hours. Perhaps more than any other tool, 360° feedback promotes continuous learning and growth because it is designed and intended for repeated, not single, use (Martınez. 2007).
This essay will attempt to highlight and evaluate the strengths and weaknesses of the three main theories of counselling within the module covered this term. The three approaches in discussion are psychodynamics, cognitive behavioural and humanistic.
...d listening. Clearly, feedback is one of the main interpersonal communication skills that help assist in providing negative and positive comments to achieve an anticipated result. Businesses make this communication vital in any department of their business for it to assist in recognising faults the company may have. It also assists and provides effective feedback on parts of the business that are performing above standard. Consequently it is clear the tool of feedback is a crucial skill in developing university student’s knowledge and understanding within a business.
How you deliver feedback is as important as how you accept it, because it can be experienced in a very negative way. To be effective you must be tuned in, sensitive, and honest when giving feedback. Just as there are positive and negative approaches to accepting feedback, so too are there ineffective and effective ways to give it.
Hattie, J., & Timperley, H. (2007). The power of feedback. Review of Educational Research, 77(1), 81-112.
In this paper, I will be primarily focusing on the importance of feedback in learning. Practise is important to achieve goals but it cannot act alone, in order for a student to accomplish his/her goals he/she needs to practise; while practising it is important to receive feedback. By the end of this paper, I will try to prove why “Feedback is so important in learning”?