During week 6, one concept that I found to be interesting was Kym Ward Gaffney’s video on ‘Focusing on Feedback’. Gaffney defines feedback as a conversation or information which helps to affirm or adjust performance. Giving effective feedback is an important function of a manager to promote healthy communication within the workplace. It ensures that employees are informed on how well they have been doing, provided with timely and appropriate guidance to further improve their performance. Gaffney goes on to explain the positive numerous tensions on how feedback is often viewed as criticism. This is because of the tension between two conflicting needs. These needs consist of growing and develop, and acceptance. Feedback provides as excellent foundation of improving your performance. Within the workplace feedback can flow from all different directions, managers, team leaders, or peers. Because feedback is sometimes viewed as criticism, Gaffney gives great recommendations on being aware. Employees should ask for feedback, they may not like what they hear, but they should step back and evaluate and watch their emotions. If employees are not sure if they understand, they should ask for clarity and then reach out for different perspectives. Feedback help helps to grow and develop and engage you potential.
The second concept that I found interesting this week was
John Boudreau’s video on ‘The New Science of Human Capital’. Boudreau explains that the key to staying competitive
is investing your strategic pivot points. As mangers how do we figure out who
or what the pivot points are in the organization? Leaders are very infrequent
when it comes to making the connection. Leaders want to dive right in to the HR
aspect and say I need, I need, I need. Instead, leaders outside of HR need to think
strategically about what is pivotal in the process, resources, or the business that
they manage. Then they can see where talent improvements can make the biggest
difference. Clarity about what’s pivotal is very helpful when discussing the
develop path.
In the article, ‘The Best Leaders Ask for More Feedback’ by
Adam Vaccaro, research shows that the most effective leaders also follow the
one rule of getting lots of feedback. A study was shown by consultancy
Zenger/Folkman on new data that drove home the value of asking for feedback. ‘Leaders
who ranked in the bottom 10th percentile of asking for feedback were rated at
the 15th percentile in leadership effectiveness. While those in the top 10
percent of asking for feedback from their employees was ranked in the 86th
percentile in overall leadership ability. And this trend held for all brackets
in between the top and bottom performers; that is, the more a leader asked for
feedback, the higher their leadership effectiveness’ (Vaccaro,2014). Scott Berkun’s five keys for eliciting
feedback will help managers who are having a problem with getting feedback from
employees.
1. Who you ask
2. How you ask
3. When you ask
4. Where you ask
5. How you respond
Within this evidence –based material, Berkun explains managers should always start with an employee that they trust and know well. Push them to be honest and use something of a momentum builder to help you get the courage to ask more feedback from more people. When asking for feedback, ask for specific about the topic at hand and also ask employees to be specific. Give them a chance to give a thoughtful answer; it may also come from an informal setting. As a manager, if you really want feedback, you must be prepared to listen.
Within the last six weeks, I have learned many new concepts
that I am able to apply to my career. As a energy sales person, I am constantly
asking for feedback to help better my work ethic and potential. In this effort, I will be able to grow and become a better manager to others.
Sources:
Vaccaro, A. (2013, December 24). The Best Leaders Ask for More Feedback. Inc.com. Retrieved August 5, 2014, from http://www.inc.com/adam-vaccaro/best-leaders-ask-for-more-feedback.html
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