Leadership Reflection 4

In a field all about behavior, the performance of others is critically important, and as such, appropriately provided feedback is crucial. Think about the types of feedback that you receive from those who are in a supervisory position over you. Describe the things you like and dislike about receiving feedback. If you are in a position in which you are required to provide feedback to others, describe how you do so, considering the same topics as in the first prompt (e.g., location, etc.). There maybe times when it varies, so give detailed examples of why you may choose a different style or delivery in certain situations. If you currently are not in such a position, describe how you would want to do so, perhaps in a future leadership position.

As behavior analysts, we focus on observable and measurable behavior. We also recognize that our ability to get along with others in a professional manner is important to our success as leaders in our field. The concept of emotional intelligence (EQ) is one commonly discussed in leadership in other fields. Alhough EQ is not a behavior and is instead a hypothetical construct, it may be necessary when we are providing feedback to those we lead. Take this Emotional Intelligence TestLinks to an external site. to learn more about how emotionally intelligent you are and how well you read the emotions of others. Are the results what you would have expected for yourself, why or why not? Describe why the hypothetical construct of “EQ” is important for a behavior analysis leader, especially when it comes to providing feedback. In other words, despite the fact that “emotional intelligence” is not an observable behavior, what aspects of the skills of empathy and reading others’ behaviors could be useful when providing feedback to others? You may speak more broadly and generally or you may feel free to describe one or more situations in which you observed a lack or a lot of EQ on the part of someone providing feedback and its impact on the other person’s performance. 

 Are there any aspects of the feedback that you provide that you would like to improve upon? Describe in detail any improvements you want to make, why you want to make them, how they will improve performance of others, and how you plan to make these changes. If you are not presently in a position that requires you to give feedback, think hypothetically to the future and reflect on how you would like to one day provide feedback.