Managing Reactions to Feedback
English
30-Day Money Back Guarantee
Full Lifetime Access
Self-Paced
Finish in
15 mins!
Finish in
15 mins!
Made for for
Employees
only
Employees
only
Certificate
of Completion
of Completion
Mobile -
Friendly
Access
Friendly
Access
Description
As it’s important for leaders to give constructive feedback, in order to help their employees grow, develop their skills, confidence etc.. which results in organizational growth. Similarly, It’s important for an individual to ask for feedback instead of waiting to receive it. Start thinking of feedback as the fuel for your professional growth. In fact, set a goal to solicit feedback regularly instead of waiting for it to come to you. When you begin to see the value in regular feedback, your manager will find it easier to deliver, and—using these strategies—you’ll find it easier to receive, assess, and apply. Let’s take a look at how you can ensure that your future performance conversations are positive and productive.
Table of Contents
• Examine the necessity to change your perspective towards feedback
• Identify the behaviors of receiving feedback
• Assess the ways of responding to feedback
Author
At TalentQuest, we sit at the intersection of Talent Management and Talent Development. We help organizations more intelligently solve their talent challenges through the combination of Talent Management Software, Behavioral Science, and Immersive Learning.
Recognizing no two individuals are alike, our solutions leverage the unique traits, tendencies, and learning styles to help organizations maximize the potential of each employee. A true innovator in the industry, TalentQuest’s cloud based solutions are used by leading organizations worldwide.
