Lopez_5.3 Giving and Receiving Developmental Feedback
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Indiana Wesleyan University, Marion *
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510
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Health Science
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Apr 3, 2024
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docx
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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.
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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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4
o
Negative feedback gets sandwiched between positive messages o
The feedback is exaggerated with generalities o
The feedback psychoanalyzes the motives behind behavior
o
The feedback goes on too long
o
The feedback contains an implied threat
o
The feedback uses inappropriate humor
o
The feedback is a question, not a statement (Weitzel, 2007). These mistakes can create a bad team experience when providing feedback and implementing
these helped to create a successful feedback experience. Giving specific feedback to team
members resulted in silence within our group but was mostly due to sickness within our group.
Giving feedback can happen when a team member does not read the instructions of an
assignment thoroughly and completes an assignment incorrectly. Suggesting the necessary fixes
and correct instructions was done with humility and respect. Not all virtues of an ideal team
player are innate, they can be taught and developed in individuals (Penno, 2017). For our specific
group, one team member created an entirely new team charter for week 3’s assignment instead of
making simple adjustments. Another team member did not understand the questions for the
group project and created ten interview questions that did not apply to the project question. If
team members avoid corrective feedback due to its potentially aversive properties, it can be
problematic. Providing corrective feedback is often recommended as part of effective
performance (Simonian & Brand, 2022). Giving feedback on the correct assignment and
expectations is necessary when participating in a group project.
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Our team was able to create an environment of open communication at our first meeting
and everyone participated. The second meeting was canceled due to scheduling conflicts. The
third and fourth team meeting only had me and the team captain and the other two members did
not join. One team member wrote to us after the meeting saying she was sick in week 3, however
for the week 4 meeting, they were completely absent with no reasons given for missing. This
created a difficult situation as we went over our team questions and presentation. Having
participation in a team is vital to the team’s overall success. Having a leader who is consistently
committed to holding everyone accountable to demonstrating the virtues of an ideal team player
can help the team’s success (Penno, 2017). We hope to see full participation next week before
presenting our group presentation. Reviewing the presentation and making a clear definition of
roles for the presentation is crucial and will keep the line of open communication available. Recommendation
Effective feedback methods and ideal team player attributes are imperative in forming a
successful team. Providing positive and corrective feedback is key, feedback typically involves
the provision of behavior-specific praise statements for steps/tasks that are performed correctly
(Simonian & Brand, 2022). Exercising ideal team player attributes is vital to being an effective
team member and a successful team. Leaders need the courage to confront those who are
weakening or damaging the team and must be persistent in moving team members to a healthier
state (Penno, 2017). Having strong leadership and ideal team players places a team on the track
toward success. Overall, our group had some communication issues, but it was due to secondary
issues beyond the control of the team members. Collectively, we each added to our presentation
and will each be a part of the presenting process of the team presentation.
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References Lencioni, P. (2020). Are you an ideal team player?” TED talks, YouTube, 2020. https://www.youtube.com/watch?v=PRh80RyT74I
(new tab)
Penno, D. K. (2017). The deal team player: how to recognize and cultivate the three essential virtues.
The Journal of Applied Christian Leadership
,
11
(1), 104–105.
Simonian, M. J., & Brand, D. (2022). Assessing the efficacy of and preference for positive and corrective feedback.
Journal of Applied Behavior Analysis
,
55
(3), 727–745. https://doi.org/10.1002/jaba.911
Weitzel, S. R. (2007).
Feedback that works : How to build and deliver your message, first edition: how to build and deliver your message
. Center for Creative Leadership
.
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