EDG2404. Increasing Self-Awareness and Getting Necessary Feedback

Are you tired of getting feedback that isn’t quite helpful, not getting feedback at all, or needing to give feedback that’s less than positive? Maybe the idea of giving feedback makes you nervous because you don’t want to do harm, or asking for feedback means you have to navigate risk. Research shows that people feel there is a lack of transparency and understanding of the formality of feedback and of the unspoken cultural rules and behaviors around performance feedback. People may believe that because of their position, race, gender, and/or other factors, they have not always received unbiased or objective evaluations from supervisors. Further, the feedback received from supervisors is not constructive and does not help with achieving growth. In this session, you will learn effective strategies for seeking and receiving feedback, including recognizing when steps should be taken to seek additional feedback.

Learning Objectives:

• Identify the key components of effective performance feedback, including the purpose of performance feedback, the key components of effective feedback, and how to give feedback in a constructive and actionable manner.
• Analyze strategies for seeking out and receiving feedback, such as strategies for seeking out feedback from managers, colleagues, and clients, and receiving feedback in a way that encourages dialogue and learning.
• Apply giving and receiving performance feedback in a way that is specific, actionable, and focused on behaviors and results.
• Identify common pitfalls in giving feedback and how to avoid them.