Preventative Feedback Paper

It is always my aim to ensure that feedback is timely and given in a constructive and sensitive manner; and my approach can sometimes be influenced by what I have learned during initial assessment; and as I develop relationships with the learner. I have recently made efforts to encourage my learners to reflect and to self-assess their performance. I feel that this helps to pave the way for me to feedback to the individual and to reduce the risk of de-motivating them.

Every company should want to ensure that it produces quality products or services. Verizon field technicians use a checklist to help ensure that they are doing quality work. The checklist reminds the technician what needs to be done at each job. Even with a checklist and process in place it could be better. The mangers need to spend more time in the field ensure quality work is being done.

One aspect that will be discussed in this particular Eco-map will be the positive reinforcement that is received from being a father. The psychology characteristics are positive and emotionally solid. Dennis Jr. is his name and we have an outstanding relationship. Therefore, my thoughts toward my son are nothing less than love and satisfaction. Brianna Smith is my wife, we currently are not living together. The psychological stand point for this family member would be emotionally distressed. We have communication issues which leads to a negative thought process. Furthermore, we still have a relationship and will continue to work hard at being great parents. In addition, my daughter is six months old and we have a bonding relationship.

Another way of gathering information about the service processes is through corrective action, which has always been a very important part of customer relationship management. What corrective action means is that when a service failure happens, such failure is documented and the issue is resolved in a way that it never happens

My feedback and communication will build their trust, and improve their overall quality of work. They will develop pride in their work, because they will exude the core value of excellence in all we do. By modeling this concept, I will influence my peers to set and hold their subordinates to the standard, and gain their trust in the process. I will also build the trust of my supervisors by showing that they can give me a task, and know that it will be carried out to the best of my ability. They will feel more comfortable giving me increased responsibility, and place me in positions requiring more

On completion of this module, students should be able to:     Describe the components of effective feedback; Initiate strategies to obtain feedback on their own performance in the clinical setting; Use effective

Within module 3, we covered several important leadership concepts that will assist in my personal growth and development as a leader. The concept that stands out to me as the most important is Knowing Myself within Interpersonal Communication, but specifically monitoring my own actions or Self-Monitoring. I feel that self-monitoring is the most important concept from this module because in a general sense, the use or misuse of self monitoring can add or detract from the meaning of a message while communicating. I have come to find that sometimes while communicating, I have terrible nonverbal signals and poor language and these faults can greatly influence a message that I am trying to pass in a negative way. In order to have more effective

The most important concept to me for Module Three is Feedback and Counseling, however, I am just going to discuss the feedback portion. Feedback is an imperative part of communication because it can be used to either encourage my Airmen to do something right, encourage them when they have done something right or discourage them from doing something wrong. It can also set my Airmen up for success if done correctly, honestly and if accepted. When preventative and rehabilitation feedback is done appropriately this could have a positive impact on an Airmen’s career.

Connecting with a group of doctoral students for the first residency is very frightening. Several students admitted to having feelings of misperception, worry, or uncertainty. Meeting someone new is certainly not comfortable, however the expectations and anxiety of a doctoral program is sufficient for someone to ask why one would choose to undertake a huge venture. This residency has motivated me to endure in my program. There were several eye-openers that revealed development and improvement as a doctoral student. In the last five days, various lessons and experiences were taught and learned but the most important

I disagree with your statement "To a degree the educator is esteemed responsible for drawing in understudy adapting through natural and extraneous inspiration, nonetheless, the student is the essential source, nothing is expert without their drive and longing to learn" (Bellamy, 2015). I recommend you read this article on “Focus on Formative Feedback” Full text at: http://myweb.fsu.edu/vshute/pdf/shute%202008_b.pdf.

In Module 6 I found the most important concept to be Individualized Consideration. This concept is most important to me because I interact with many Airmen every day that have very different personalities and learning styles. One implication of not using this concept is that I will fail to develop an individual in the correct path. Another implication of not using this concept is communication breakdown between subordinates and myself. When subordinates do not think you take their personal needs into consideration they won’t be likely to discuss topics with you. I will use this concept to help my subordinates achieve their personal and professional goals.

While the product of a bandwagon, it is a fact that the CCDA was introduced during a period of stasis, or a non-crisis time. While the bill had a strong coalition and message behind it, and there was a stronger need for child care due to more women entering the workforce, there was no immediately dire need evident. Even while women entering the workplace has doubled even since that time, our country still hasn’t seen a need to expand child care despite astronomical costs to working parents and the flat lining of salaries. In fact, the status quo has stayed the same, in that the Head Start program still exists as it did then, albeit with a few more services being offered, but it has yet to be expanded despite an even greater need today than the needs of that time. Even our recent Recession didn’t bring up the issue or

The Interpersonal communication skill of feedback guide to specific benefits in within different social frameworks such as a workplace. Beebe, Beebe & & Redmond, (2014) explain the term Interpersonal communication as a singular and (dynamic) form of commmunication that appears in the daily life of every social being; underlining its importance in the construction and management of human relationships. In contrast to other forms of human communication, Interpersonal communication(it) involves a direct interaction between idividuals seen as unique, and in which the information shared lead to confine interpersonal relationships; promoting a sincere dialogue, and an authentic connection Beebe, Beebe & & Redmond, (2014). As part of realizing its

Providing feedback about how effectively a person is performing the desired behavior is an important aspect of behavior change. People need to know what works and what does not in order to keep improving. In order to be most effective, feedback about behavior should be fairly immediate, frequent, and specific to individuals. But, due to the nature of the

Therefore, feedback is designed to provide useful information to participants to help develop and improve them as leaders. It should not be used to hurt participants or make them feel bad; however, feedback is needed for improvements and coaching in order to move them to the next level. According to Hughes, Ginnett, & Curphy (2015) “The skill of giving constructive feedback, however, inherently involves actively giving feedback to some else. Getting helpful feedback is essential to a subordinate’s performance and development. Without feedback, a subordinate will not be able to tell whether she’s doing a good job or whether her abrasiveness is turning people off and hurting her chances for promotion (p.444).”