Pravin Mathew’s Post

Said it before, I’ll say it again, and it can be a very unpopular opinion for many. But here we go, MANAGERS, do NOT let your team’s extreme emotions prevent you from giving them their vital critical feedback. YES! ✅ ALWAYS do that with compassion ✅ Ensure you have pure intentions beforehand ✅ Understand them and the situation accurately ✅ Know what needs to happen instead ✅ Make sure you create LOTS of space for them But here’s the advice for that person on the receiving end of that potentially challenging feedback: ✅ Listen without ego ✅ Be open to the chance you got it wrong ✅ Demonstrate a willingness to learn ✅ Turn up with curiosity ✅ Don’t take feedback personally When a manager has to provide feedback it’s often traumatic for both parties. Imagine if both parties turned up with a commitment to hearing each other, respecting each other, and getting on with the job in a dignified and productive way? It’s a job! We’re ALL human! That’s it! This shouldn’t be over complicated. Now, to make this more fun, tell me about the toughest convos you’ve had at work. PLEASE! 😁

Is feedback always about you? I’d be interested to know if you’ve ever received feedback and thought, hell no this is not about me! Read our latest blog on how to respond https://lnkd.in/eU8VbFY8

Providing helpful feedback (and receiving it) can make a huge difference to how someone performs and feels about their work. Comments like 'its not very good' or 'you need to do it better next time' provides no information or guidance on HOW that can be achieved, and so is a critical (and pretty pointless) comment. And it also leaves the recipient trying to guess what they need to do, to get better.... 🤔🤷♀️ In my short video I talk about Future Focused Feedback and how that can used to help someone improve their skills and be more effective at their job. If you are struggling to provide effective feedback or perhaps you have received unhelpful feedback which has set you back, you are not alone! (I have been there...) Drop me a message, I would love to help! 🚀💪

Here's how you can ask for feedback 👇

Have you heard of the idiom "Back to the Drawing Board“ It means If something doesn't work, you need to go back to the start Have you used this idiom before? Can you use it in a sentence? Write your answers below for feedback…👇 and don’t forget to… 🚀 Follow for more… 💟 Like if you found this useful… 📌and keep it safe to review later!!!

Working with my clients to build and execute on a plan to achieve financial freedom is extremely rewarding. Feedback like this makes it even more so. Thank you for your feedback, and thank you to all my clients for your business and the trust you place in our team! #wealthmanagement #financialadvisor #financialplanning #financialfreedom

In Brief how to give feedback 💡 Stick to specifics. Statements that are broad like I didn't like it are confusing and no one will be able to fix what you didn't like. 💡Avoid generalisations like "You always" or "You nevet" after all no one is always wrong and no one is never right . 💡Replace the words "You should" with "You could" If the aim of our feedback is to see improvements then we should always be specific and suggest to the person how he or she can improve in order to get the result we want.

I need a honest advise from you guys. what do you think which thumbnail is trigger much more attention, clarity and simplicity. || A honest feedback is help me to connect Ishan Sharma ||

Yesterday, I ran a small group session on the Power Of Feedback for the People leaders at Ancient + Brave | B Corp. The goal? 🎯 To learn about and start instilling A CULTURE OF FEEDBACK so we can get all better at what we do, faster. We looked at The Why, The When and The How, explored (Compassionate) Radical Candor® in detail, ran though some useful frameworks (SBII, COIN, FAIR, EBI, STOP-START-CONTINUE etc) and did some live demos / practice. Next step - deliver the session to the whole team. Because feedback is everyone's responsibility, and doing it well is one of the biggest accelerators of performance I've ever seen. 🤩 If you or your company could benefit from something similar, drop me a line - I'd love to have a chat 🤗