Download - Induction #1 feedback
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Aims to maximize the performance of someone or a group
Its origin is from the monitorship evaluation
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• It helps in your self-knowledge building and self-development.
• Gives our impression to others
• Can help an activity, group or person to grow better.
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• Depend on the:– Formality– Amount of people
• Can be:– Descriptive– Avaliative
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• Value judgment;
• Imposition of concepts;
• Puts people on the defensive;
• Gives a direction.
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BBehaviorehavior - Gives feedback specifying modifiable behaviors seen.
IImpactmpact - Describes the impact that it generated in yourself.
OOutcomeutcome - Discusseswhat should be changed.
Feedback must be specific and focus on the behaviors, not the personality.Should explain how the consequences made you feel.
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Imparciality, with no value judgment.
Doesn’t counsel anyone nor shows the personal impact it had.
Focus solely on the behaviors.
Doesn’t put the person on the defensive.
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Feedback must encourage the positive aspects and guide on how to
deal with the negative ones.
Don’t let the person be on the defensive!
Focus on the behaviors.
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• It must be asked for.• It must be objective;• Focus on the modifyable
behaviors• Must bring examples.• First the positve one, then the
negative one. • Must be planned out before.
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Time and place must be adequate.
Ask for the preference of the person (in person, by email, telephone...) – try for email, than personally.
Must fulfill the needs of both the “feedbacker” and the “feedbackee”.
Keep yourself in the plan.
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• Discretion.
• Describe behaviors.
• Keep yourself calm and try not to
exagerate.
• Promote the reflection.
• Ask the “feedbackee” to repeat,
verify, clear out and listen.
• Try not to be too insistent.
• Careful with facial expressions.
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