2 Part Assignment Discussion and 2 responses due tonight 11pm Central time

Create a new post that describes your experience using feed forward. Explain how you might use this tool as a manager in your current organization or in the future, as well as the potential challenges or limitations you see in using the feed forward technique. Include how strategies for feed forward may be applied in global and virtual settings and assessing how communication and cultural differences could impact effectiveness of the process.

Reference:

Payne, V. (2007). Chapter 5: Delivering Coaching Feedback. In Coaching for High Performance (pp. 79– 95). American Management Association International. Retrieved from https://search-ebscohost-com.ezp.waldenulibrary.org/login.aspx?direct=true&db=bth&AN=43741063&site=ehost-live&scope=site

Part 2 (250 words or more each Colleague)

Read a selection of your colleagues’ posts.

Respond to two or more of your colleagues’ postings in one or more of the following ways:

· Based on your experience and observations, provide examples of when the type of feedback discussed by your colleague succeeded and/or failed. Describe the results (or impact) of the feedback and why you think the feedback led to those results.

· Expand on a colleague’s post by describing how the manager could improve the type of feedback, make it more actionable, monitor its effects on the employee and work environment. Provide your rationale and include examples from your experience or observations.

· Expand on a colleague’s post by sharing how employees can give feedback to the boss, or the consequences of not providing your boss with useful feedback. Provide your rationale and include examples from your experience or observations.

1st Colleague to respond to

Formal performance feedback is less unclear and usually happens only a couple of times every year. Formal performance feedback lets the employee know if they are doing a good job or a bad job and also identifies an employee needs to improve. A manager that gives more immediate coaching can help you with what is needed to be corrected now, rather than a manager who gives it once in a while. Sometimes people can see that you are doing it wrong and they wait weeks later rather than addressing the problem now, keep in mind once you approach in a way that allows me to understand where I am going wrong instead of feeling attacked it will benefit me in the workplace and my performance at that given time. I realized when we wait and do not make notes we tend to forget all the areas that need to be addressed so having that immediate feedback when something is done wrong will help in the growth of the worker.  The website https://www.talkdesk.com/blog/how-effective-feedback-impacts-job-performance/ states that "Providing effective feedback can be a complex and intricate process and is critical to each employee’s success. When executed properly, feedback can motivate, increase performance and increase workplace satisfaction. It is therefore critical that managers understand the basics of effective feedback in order to effectively provide it." 

As an employee, the feedback that was given to me did not dampen me because it was a bit unclear in what I was actually supposed to do. I feel as a manager when you are giving feedback don't give without demonstrating what is expected of the employee. Sometimes we get feedback as employees with no direction on what to do and what not to do. Now there were times when I would be given a sheet on my performance and as a result, I tried to follow exactly what I was asked to do and if I was unsure I would seek help from a coworker or even the manager. But it must be delivered in a positive way to allow your employees to move forward, always start with positive things that the employee did. Then go into the things that i need to improve on. For example, you are always on time, I commend you for all this but I just need you to add to these things by doing your work on time. Always start with the positive.

The steps I would take would ensure that my employees are in a good mood before I approach the situation,  I would watch how  I  approach them, meaning I would not want to come of like I am attacking but be more friendly, For example, I want you to work on this to help me and the company and it can also help you to get better so work on these things and I will also work with you because we should be fixing it together always remembering that it is one team one goal.

References

How Effective Feedback Impacts Job Performance. (2019, May 15). Retrieved September 26, 2019, from https://www.talkdesk.com/blog/how-effective-feedback-impacts-job-performance/.

2nd Colleague to respond to

We have learned from Topchik “Feedback lets others know how they are doing in terms of their work-related performance and behaviors” (2004). Formal performance review’s, from personal experience, are typically yearly. I have experienced them to be based more on your yearly goal opposed to an informal coaching which typically revolves around your weekly progression towards your yearly goal. Both forms of feedback have been influential towards my performance with both having an equal impact.  

 Personally, feedback motivates me to correct my error and it pushes me to learn new avenues so the error is not repeated. Coming from a call center environment; we had yearly performance reviews, also, weekly coaching sessions. During my coaching sessions I would be able to receive feedback and review the mistakes I had made. My supervisor would then use a feedforward technique that then provided me with alternatives if the situation were to arise again. Hicks stated “it is through feedback that people are able to see themselves as others see them and change their behavior” (2011); in contrast, Goldsmith states feedforward “is, to give someone else suggestions for the future and help as much as they can” (2002). I always understood the feedback given to me even if I didn’t want to accept it. The motivation for me was to become a better human being for the customers that call in for their insurance information and, the change to enhance the company as a whole. After every coaching session and yearly review, I would take the report and work on one issue at a time. I would pick the most detrimental aspect and work on mastering that while still being mindful of the other reports. Weekly I would go into coaching hoping to have achieved and check of one goal from the week before.

As a manager; when giving feedback I would like to start off with the negative feedback and end with a positive feedback. The word but following a word can contaminate the message (Topchik, 2004); there for ending on a good note is better than ending on a bad. For me and a few other of my co-workers it is important to us to know our management is concerned with our development just as much as we are; there for as management I would still keep the regimen of many companies where weekly coaching are held outside of yearly reviews. It would be important to me for my staff to know that I am there to help daily, meaning meeting outside of our schedule meetings, letting them know that I have an open door policy and they are always welcome to stop in for advice or that I am there for them to be a listening ear. My goal would be to create a relationship which hopefully would open the space for an environment where they are willing to learn from me and actually take heed to the feedback given.

 References

 Hicks, R. (2011), How to give difficult feedback. Physician Executive, 37(3), 84-87. (p 84). Retrieved from Walden Library Databases.