W8D2 Granth

Feedback from the Colleague

1st Colleague - Stephen Jarman 

RE: Week 7 Discussion - Executive Summary/PowerPoint

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Hi Desmond,

I read your main thread post as an Executive Summary then I reviewed your presentation. Afterward, I wanted to understand your last paragraph further so I looked up the cited work by Gnepp, Klayman, Williamson, & Barlas "The future of feedback: Motivating performance improvement through future-focused feedback." You may wish to include in your recommendations their findings from three studies, which I find both reassuring and highly useful for my own application. On page 16 in the paper, the authors state "The strongest predictor of feedback effectiveness is the recipient’s perception that the feedback conversation focused on plans for the future rather than analysis of the past"  This was the first statement in the section titled "Future focus, attributions, favorability, and the effectiveness of feedback" and provides us with a platform for challenging client's who may still be using a past-focused performance evaluation process. In our assignment this week, this would also be applicable to the case study where there are insufficient and inadequate criteria and indicators. The application of future-based conversations that measure the number of those types of conversations versus traditional past-performance evaluations. According to the findings in the study, that was a strong predictor of feedback effectiveness. 

Very good post. Wishing you a great week!

Stephen

Gnepp, J., Klayman, J., Williamson, I. O., & Barlas, S. (2020, June 19). The future of feedback: Motivating Performance Improvement Through Future-focused feedback. PloS one. Retrieved September 26, 2021, from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7304587/.

2nd Colleague - Susan Christmas 

RE: Week 7 Discussion - Executive Summary/PowerPoint

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Hello Dee, your PowerPoint presentation is quite impressive, great job! In your final paragraph in your discussion thread, regarding feedback and recommendations, I am particularly in agreeance with your statement about assessing the work environment after the training changes have been implemented. I have seen organizations implement changes in their training, but never follow up to see how effective the changes have been. In those scenarios, the implementation of the new training program is often a waste of time and money because it does not get followed through until completion.  

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