Feedback & Feedforward V14

FEEDBACK and FEEDFORWARD SKILLS

ABOUT ATYAASAA

Seventeen years of focussed organizational development research and initiatives

Over 2,00,000 leaders trained and coached worldwide

Over 25,000 hours of high impact consulting and interventions

Body of knowledge based on over hundred titles of people development interventions Body of work executed in more than one seventy five organizations worldwide Created and implemented by corporate professionals having diverse operational experience

Structured validation of over ten years

A people development platform based on state of the art technology backbone and ecosystem

Programme management through expert consultants

NIKET KARAJAGI profile

Professional Identity  Founder Director Atyaasaa Consulting Pvt. Ltd., Atyaasaa Consulting Foundation & Atyaasaa Global Alliances LLP

Professional Experience  Corporate experience in Sales and Marketing  Profit center management  Brand and franchise management  Entrepreneur with over 15 years in field of management consulting and training internationally  Over 25,000 hours of training and consulting experience  More than 2,00,000 professionals trained and coached  Consulting worldwide with 175 top notch organizations across all verticals  Authored management articles in various publications worldwide  Currently facilitating business expansions for European organizations

Training/Consulting/Coaching  Training worldwide in over 100 management topics  Setting up HRM practices  Helping organizations shift business orbits through organization development projects  Executive coach to various CXO

Qualification  B.E. Mechanical  Master practitioner Neuro Linguistic Programming  Marshall Goldsmith certified and accredited coach  Certified DISC assessor and trainer through Wiley  MBTI – Step I and Step II practitioner  Saville assessment international accreditation  Certified in Design Thinking for Innovation

FEEDBACK

Feedback is the inputs or information people give to an individual about his/her performance, competence, proposals, etc which can be used for improvement

JOHARI WINDOW

Know

Don’t know

I

Arena (area of free activity)

Blind spot

They

Unknown (area of unknown activity)

Façade (hidden area)

JOHARI WINDOW

Know

Don’t know

I

Blind spot

Arena (area of free activity)

They

Unknown (area of unknown activity)

Façade (hidden area)

JOHARI WINDOW

Know

Don’t know

I

Arena (area of free activity)

Blind spot

They

Façade (hidden area)

Unknown (area of unknown activity)

JOHARI WINDOW

Know

Don’t know

I

Arena (area of free activity)

Blind spot

They

Façade (hidden area)

Unknown

LEVELS OF FEEDBACK

Work performance feedback

Deals with task

Behavioural feedback

Deals with habit

Transformational feedback

Deals with development

TRANSFORMATIONAL FEEDBACK TECHNIQUE

Feedback about one potential observed that should be started

Start

Feedback on one thing that should be stopped

Stop

Feedback on one known good thing that should be continued

Continue

IMPORTANCE OF FEEDBACK

To the team  Increase communication  Higher levels of trust  Better team environment  Supports teamwork  Increased team effectiveness

To the individual  Helps individuals to understand how others perceive them  Uncover blind spots  Quantifiable data on soft skills

To the organization  Reinforce corporate culture by linking survey items to organizational leadership, competencies and company values  Better career development for employees  Promote from within  Improves customer service by involving them  Conduct relevant training

THE ART OF GIVING FEEDBACK

Preparation is the key

Feedback should be about work performance

Choose an appropriate time and place

Show respect and appreciation

Explain, ask and listen

4 WAYS OF GIVING AND RECEIVING FEEDBACK

Keeping quiet

Passive approach

Aggressive approach

Defensive

Assertive approach

Handle tactfully

Reactive approach

Doing the same thing

FEEDFORWARD

Fee df orward is a technique, in which a person anticipates future processes, identifies critical points and foretells the other person the same, in order to proactively prevent occurrence of mistakes and/or increase effectiveness of work

IMPORTANCE OF FEEDFORWARD

Fee df orward focusses on improvement in the future rather than the past

Fee df orward encourages creative thinking

Fee df orward does not require personal experience with anyone

Fee df orward tends to be faster and efficient

People tend to listen attentively to fee df orward

FAST MODEL

Fact

Action

FAST

Test

Support

KUBLER-ROSS GRIEF CYCLE

Active

Anger

Acceptance

Stability

Bargaining

Testing

Denial

Time

Passive

Immobilization

Depression

QUOTE

Wisdom lies in continuous change of behaviour towards personal mastery and feedback and fee df orward process is an ingredient of that.

ESSENTIAL SKILLS other themes available

Personal

Team

Organization

Communication

Feedback and Feedforward

Change and Innovation

Negotiation

Influence, Interpersonal Skills and Conflict Resolution

Customer Orientation

Interviewing

Coaching for Performance

Managing Virtual Relationships

Presentation

People Engagement

Result Orientation

Conducting Meetings

Goal Setting and Planning

Accountability and Ownership

Stress Management

Managing Performance and Conducting Appraisals

Cross Culture Awareness

Time Management

Active Listening

Decision Making

STAY CONNECTED

Atyaasaa #501/D-5, Elite Gardens, Aundh Pune - 411007 India Tel: (+91) 20 2589 6445 Website: www.atyaasaa.com, www.niketkarajagi.com

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