Review the given excerpt.
citing, paraphrasing and the overall flow.
Shared Activity:
Share ideas about how you can use effective communication strategies and feedback to create a positive set of expectations to a subordinate or peer.
I to find myself in uncharted territories as I am going through our reading material and my new employees I am putting together a strategy for the first time based on referenced materials. I have worked with many employees in the past but as Harms, Roebuck (2010) points out many managers and leaders have not received proper training in giving and receiving feedback. My training in this area is also limited, and now I must put together a strategy to be a more active manager for myself and my company. I do agree with Harms, Roebuck (2010), that you must give only 80% positive feedback and concentrate on appreciating outstanding work, not just at the yearly evaluation, but anytime it happens. I also have a difficult time discussing unpleasant situations with my peers and subordinates, and so this is an area that I can continue to work on by using Gallagher (2007) CANDID technique.
To give positive expectations to a subordinate or peer and according to Hicks, McCracken (2011) you first must create a climate of trust and openness. This is not something that happens overnight; trust must build over time. Hicks and McCracken (2011) also state that secondly, you must not come across as judgmental, which will cause resentment and defensiveness. I agree with Harms (1990) that behavior is not always a person's intentions, but a by-product of one's emotions and personality. You need to be specific in your approach by discussing the exact behavior you are talking about and what that behavior means to you, Hicks and McCracken (2011). I agree with this statement from Fagan (2011) that giving feedback is arguably the most important dimension of coaching, and I will take it a step further based on my experience that it also one of the most difficult. I will be more confident in my approach with employees, and I am eager to read more about giving and receiving feedback, that I can add to my growing toolbox.
References:
Fagan J. (2011) 360-degree Feedback, What Can it Do For Medical Group Practices? Physician Executive, May/Jun 2011, Vol. 37 (3), p85-87.
Gallagher, R., (2007) How to Give Strength-Based Feedback, Available at: https://www.howtotellanyoneanything.com/StrengthBasedFeedback_white_paper.pdf (accessed: 30/07/12).
Harms, P. & D. Roebuck, (2010) 'Teaching the art and Craft of Giving and Receiving Feedback', Business Communication Quarterly, 73 (4) pp.413-43
Hicks, R. & J. McCracken, (2011) How to Give Difficult Feedback, Physician Executive, May-June 2011, Vol 37 (3) p84-87.