Lopez_5

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Indiana Wesleyan University, Marion *

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510

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Health Science

Date

Apr 3, 2024

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docx

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Uploaded by CorporalAnteater3074

1 5.3: Current Issue Literature Review-Giving and Receiving Developmental Feedback Christina M. Lopez Indiana Wesleyan University HCAD-510-01A Healthcare Issues Dr. Bradley Jordan February 21, 2024

2 Introduction Providing effective feedback is creating and delivering a specific message based on observed performance (Weitzel, 2007). It requires providing appropriate feedback for the situation and person specifically. Each person receives feedback differently and it is important to observe alternate methods to provide the most effective feedback possible. Being an ideal team player includes providing effective feedback by offering three aspects of a team player: humility, hunger, and smartness (Lencioni, 2020). Combining effective feedback with being a team player can create an invaluable team. Lencioni urges that teams should be composed of people who are strong in all three virtues to form the best team (Penno, 2017). Background Effective feedback should enable the receiver to walk away understanding exactly what he or she did and what impact it had on you. When the result is this specific and direct, there is a better chance that the person getting the feedback will be motivated to begin, continue, or stop behaviors that affect performance (Weitzel, 2007). Giving ineffective feedback can disrupt a work environment as team members feel a lack of trust and acknowledgment. In addition, being an ideal team player includes practicing humility, hunger, and being smart. Humility is not thinking less of us but thinking about ourselves less. Being hungry is to go above and beyond, having a high standard for what they do and never doing the minimum. Being smart is not intellectual smart, it is about emotional intelligence and common sense around how we understand people and how we use our words and actions to bring out the best possible impact in others (Lencioni, 2020). If effective feedback is utilized and the attributes of an ideal team player are exercised, this produces a successful team member.

3 Analysis The perfect team player practices humility, hunger, and being smart and each team member may be stronger on one aspect and weaker on another. Our team was not the perfect team by any means. We have a team member who is considered hungry, has a high standard, and does more than the minimum. We also have a team member who is considered smart in the group as she understands how people differ and has a good common sense of how a team should collaborate. Each team member represents a different aspect of being an ideal team player. The key is to have all three to be an ideal team player so we must learn how to identify in ourselves and others when one is lacking (Lencioni, 2020). A team leader will seek to develop those who are weak in one or more virtues and leaders must persistently move team members in this direction or separate them from the team (Penno, 2017). The key success factors in giving great feedback consist of reviewing the situation, behavior, and impact steps that build effective feedback and practicing those steps at every opportunity (Weitzel, 2007). There has been sufficient, appropriate feedback given to different team members when assignments were done incorrectly, or instructions needed to be explained further. Every assignment is viewed differently by each team member so discussing it in the team meetings aided in any confusion. No specific breakdowns were noted and Weitzel discussed the ten mistakes to avoid when giving feedback and this helped to give an understanding of what to avoid: o The feedback judges individuals, not actions o The feedback is too vague o The feedback speaks for others

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