Unlocking the Power of Learning and Performance Improvement

1. Actionable feedback: unlocking the power of learning and performance improvement

How do we react to critical feedback? As a leader we tend to focus or feedback based on what we see every single day. Not every employee have the same reaction to critical feedback. Most people dislike or think that critical feedback is one of the managers/ leaders “way” to make employee feel bad about their performance. I can see myself being accused by my associates as one of the “meanest” leader that they have ever encounter with because I have the tendency to give critical feedbacks to them. My intentions are not to make them feel bad or to make them feel incompetent but my intentions are always trying my best to help them succeed in whatever assignments they have. All I want is for them to learn and improve their performance based on the feedback and input that I make. Many questions arise after I read this article. How exactly do I delivered my message to my associate? Am I really one of the “meanest” and difficult manager to deal with? This article give me knowledge on how to give feedbacks to my associates without hurting their feeling.

2. When employees at work don’t get it

Why feedbacks does not always improve performance?

The answer is because not everybody see feedback as a way of improvement or learning path to success. Sometimes employee things they have done such a great job, their performance is one of the best. However, manager/leader and even their peer/colleagues don’t the same.

This article gives a very good point/answer why feedback doesn’t always improve individual’s performance.

As a leader I can clearly see why it does not improve individual’s performance. The reason why because I tend to give a critical feedback to my employee and some of them have a negative reaction towards