Veja como você pode aprimorar suas habilidades em dar e responder ao feedback por meio de treinamento e prática.

When I have done internships/received results, the key is to stay OPEN!! I demonstrate this by: 1. Acknowledging the feedback and showing my appreciation 2. Asking about specific elements of the feedback to understand more 3. Show my active listening by saying how I wish to rectify the situation 4. Asking for further guidance and tips if they were in the same position as me 5. Set a new date to meet to see if I have improved from the feedback Even if I disagree with the feedback, it is still important to carry this forward to show your willingness to be open and listen to others !

Embrace openness to enhance feedback skills by actively seeking constructive criticism and valuing diverse perspectives. Participate in training sessions focusing on effective communication, emotional intelligence, and active listening. Practice regularly by engaging in role-playing scenarios and peer feedback exercises. Foster a growth mindset, viewing feedback as a tool for improvement rather than criticism. Reflect on feedback received, set actionable goals, and monitor progress. Encouraging a culture of trust and mutual respect within teams further enhances the quality of feedback exchanges, leading to continuous personal and professional development.

Enhance your skills in giving and responding to feedback through targeted training and consistent practice. Participate in workshops, seek mentorship, and engage in role-playing exercises. Regularly solicit feedback, reflect on it, and apply insights to improve communication and performance.

Embrace openness Ne broad minded Open conversation Communication and discussion .winner trust and confidence encourage growth and comitment

We can utilize feedback tools and platforms like 360-degree feedback software, which can provide structured and anonymous feedback.

Empathy is very beneficial use personal touch helps others and develop trust and understand their feelings and frustrations Express. Love and joy

Here's how practicing empathy enhances giving and responding to feedback: 🧿 Tailored Feedback: By seeing things from the other's perspective, you can tailor your feedback to their needs and goals. You'll provide constructive criticism that resonates and fosters improvement. 🧿 Reduced Defensiveness: Empathy helps you deliver feedback in a way that feels supportive, not critical. This reduces defensiveness and encourages the recipient to be receptive to your message. 🧿 Open Communication: Empathy fosters a safe space for open communication. The person giving feedback feels comfortable being honest, and the recipient feels comfortable asking questions and clarifying points. Did it help?👍

My experience is that when people offer feedback, they are sharing what they need - even when it's packaged as "you did X right or wrong." In a sense, feedback, which is a gift of insight, is not about you at all. For instance, "You're unreliable" when you have been late for meetings twice in a row could mean "I want to be able to rely on you to come to meetings at the scheduled start time so that everyone can use their time efficiently instead of waiting for you." Voicing your guess about what's up for the feedback giver can help diffuse tension and it's easier to let potentially triggering remarks go, to self regulate and learn from what you hear when you listen this way. Ask: what do they want from me to enhance their life at work?

Being constructive is key to enhancing your feedback skills: 🧿 Focus on specifics: Point out specific actions or behaviors for improvement. Instead of saying "Your presentation was boring," say "Consider adding data visualizations to enhance audience engagement." 🧿 Offer solutions: Don't just point out problems. Suggest ways to improve. "Incorporate audience polls to boost interactivity." 🧿 Positive environment: Frame feedback as a chance to learn and grow. Show appreciation for the effort and focus on future improvement. Was it helpful?👍

Offer specific examples and suggestions for improvement rather than vague criticism. Practice active listening and acknowledge the recipient's perspective before offering your insights.

🧿 Sharpen Your Focus: Training in feedback techniques hones your ability to isolate specific behaviors or aspects of work. This focus ensures feedback is clear, actionable, and avoids personal attacks. 🧿 Separate Intent from Impact: Practice responding to feedback objectively. Analyze the impact of your actions, not the perceived intent behind the feedback. This allows for constructive learning and avoids defensiveness. 🧿 Embrace Diverse Perspectives: Training exposes you to various feedback styles. Practice considering different viewpoints to gain a well-rounded understanding of your strengths and areas for improvement. Did that help?👍

🧿 Practice Makes Progress: Role-play feedback scenarios with colleagues. Simulate giving and receiving feedback, focusing on specific techniques like the "sandwich method" (compliment-criticism-compliment) and active listening. 🧿 Seek Out Feedback: Ask trusted peers or mentors to provide feedback on your work. This allows you to practice receiving constructive criticism in a safe space and identify areas for improvement. 🧿 Encourage Dialogue: When giving feedback, don't deliver a monologue. Ask clarifying questions and invite the recipient to share their perspective. This fosters a two-way conversation where both parties learn and grow. Was it useful?👍

Encouraging dialogue and fostering good relationships between teams and colleagues of all levels is essential for achieving business goals. Open communication channels promote the sharing of ideas and innovations, driving the company forward. Good relationships create a collaborative environment where team members feel valued and motivated to contribute their best efforts. By valuing input from all levels, organisations can leverage diverse perspectives, leading to better decision-making and problem-solving. Ultimately, a culture of dialogue and strong relationships enhances productivity and aligns the entire workforce with the company's strategic goals.

When giving feedback, it is important to couch it in a manner that is: 1. Genuine 2. With an intention to help growth 3. Take into account extraneous circumstances Feedback should be a continuous process in order for it to be effective. Avoid lumping alot of feedback at one goal as that can overwhelm your subordinate. As a subordinate, reflect on feedback and be slow to respond. It is alright to ask for time to digest the feedback, and then respond a little later. The temptation to be defensive is real, and it is perfectly normal. However, it is also counterproductive. Be curious when receiving feedback, ask for specific details, and then digest all this. Remember, there is always room for growth!

Today we focus on gaining qualifications through accredited trainers or by committing years to attending lectures for a university degree. People cram facts and figures that are quickly forgotten when they finish that final exam. However, for centuries people have become skilled by apprenticing to a master. Learning was relational and experiential. It embedded deep in the psyche because feedback was from someone they trusted, it was immediate, and it was often associated with a time, a place, an emotion. This kind of learning becomes part of who you are. Perhaps we can learn from this ancient wisdom, to learn by walking in the footsteps of another. Who are you following? Who is following you?

According to me enhancing your skills in giving and responding to feedback involves a combination of training and deliberate practice. 🌻Seek Training Opportunities 🌻Learn Feedback Models 🌻Receive Feedback Yourself 🌻Role-playing 🌻Reflective Practice 🌻Set Goals 🌻Practice Empathy 🌻Continuous Improvement By combining structured training with regular practice and feedback, you can significantly enhance your skills in giving and responding to feedback, ultimately improving communication, collaboration, and productivity in your professional interactions.

I feel that recognizing, celebrating colleagues accomplishments and giving feedback on how they can improve or learn from à setback must go hand in hand. This shows that you have their best interest at hear. Repetitive feedback, on how one must improve her/his performance, may produce effects that are opposite to improvement. One may start doubting their own worth. I believe in Praise-feedback-praise.