Can you Handle the Truth
AIM-IRS
Annual Business Meeting and Training
Seminar
Presenters:
Charlie Brantley
Charlestine D. Hardy
Julie Garcia
August 2-4, 2006
What is Feedback
Feedback is not criticism – Criticism is one
person’s judgment of another person or their
work. It is often an unprepared reaction to people
who aren’t behaving in the manner you want them
to behave.
Feedback is structured information that one person
offers to another about the impact of their actions or
behavior.
Feedback is information that is used to make
adjustments in reaching a goal.
Feedback is always meant to be positive.
Its goal is to improve the current situation or
performance.
Its goal is never to criticize or offend.
Why Bother with Feedback
Everyone likes to know how he or she is doing.
It provides a reference point.
Feedback can influence you to do something differently
or to change your approach.
It can help you to determine if performance
expectations are being met.
Determine if results are being achieved.
Recognize and reward effort.
Improve the quality of work.
Build and maintain relationships.
It can help you to clarify expectations.
Barriers to the
Feedback Process
Difficulty giving feedback
You believe that feedback is negative and
unhelpful.
You worry that the other person will not like
you.
You believe that the other person cannot
handle the feedback.
You had a previous experience in which the
receiver did not change or was hostile to
feedback.
You think it is not worth the risk.
Difficulty receiving feedback
You have the urge to rationalize, since
the feedback can feel uncomfortable.
You believe that your self-worth is
diminished by suggestions for
improvement.
You had previous experiences in which
feedback was unhelpful or unjustified.
Recognizing Effective Feedback
It can be formal or informal
Is timely
Provides insight into misunderstandings
Provides guidance
Is positive (even when it is not good news)
Checks understanding regularly
Provides examples of good and bad work
Provides opportunities for discussion
Is realistic
Gives reasons and explanations
Is given for all assessed work
Is focused on the individual
Personal Accountability
Have you ever heard yourself say any of
these?
My manager does not talk to me
My manager does not like me. They have it in for me.
My manager does not spend enough time with me to
know my work.
My manager interferes too much.
My manager is too direct
I do not trust my manager
My employees just stand around every chance they get.
It's Not My Fault!
I did not get any training
It is not my job.
Personal Accountability
Work
Relationships at home
Relationships at work
Savings
Credit
What do I do to ensure I am Personally
Accountable?
Be aware - recognize when personal
accountability is lacking in your life.
Be wise - listen to feedback openly. Seek
feedback.
Be brave - Act on the feedback you receive.
Say "Okay, I will not depend on others. I'll do
what it takes to change and improve my own
life."
Personal Accountability
The process of becoming successful has 3
important ingredients:
Preparation
Opportunity
Attitude
Anna Quindlen writes in, “A Short Guide
to a Happy Life”:
“…you are the only person alive who
has sole custody of your life. Your
particular life. Your entire life. Not
just your life at the desk, or your life
on the bus, or in the car, or at the
computer. Not just the life of your
mind, but the life of your heart.”
Using Feedback for
Professional Growth
Using Feedback for Professional Growth
•Commitment to personal development,
education, and training.
•Seek a mentor
•Prepare an IDP
•Have someone review job applications
•Mock interviews
•Dealing with Non-Selection
•Dress professional
Using Feedback for Professional Growth
•Know your corporate reputation – Your “Corporate
Book”
•Balance work with personal like
•Ask yourself these 3 questions
•Did you treat everyone with respect?
•Did you make a difference? If not, what am I
going to do tomorrow to make a difference?
• Did you have fun?
QUESTIONS?