How can feedback improve problem-solving skills?

Feedback and feedforward together amplify problem-solving skills. Feedback delves into past performance, uncovering areas for improvement. Embracing feedforward, focusing on future behavior, enables a shift from a "negative past" to creating a "positive future." It involves proactive planning, asking questions like "What do you want to do more in the future?" and "What do you want to do differently?" Establishing specific actions and seeking support with "How may I support you?" ensures a forward-focused, constructive approach, fostering continuous growth in problem-solving skills.

One time at work, receiving constructive feedback on my problem-solving approach helped me identify blind spots and alternative strategies. This input prompted me to reassess my methods, leading to more effective problem-solving and enhancing my overall skills in tackling challenges.

Receiving constructive feedback allows us to see ourselves from a third person perspective. A mentor or coach providing feedback is able to see blindspots that we cannot identify by ourself. Being aware of our blindspots and improvement areas is the first and most important point to enable personal growth.

We are often our biggest critics at times because we usually see when we have a weakness. When we say, "I could have done that better" or something along those lines. But as we stand there processing our weaknesses we need to be able to identify our strengths. Mentors, leaders, resources and so much more can help you be better at identifying your strengths and weaknesses from a different perspective. Perhaps we think we have a strength but it is actually a weakness, it just took one person to help identify that it was hurting you and not helping you. Only through feedback can you truly grow. Once you are open minded to feedback, it allows you to become more self aware of your strengths and weaknesses and capitalize on them.

O feedback é um momento muito relevante e precisa estar pautado em fatos e dados. Quando o feedback é feito de maneira assertiva e objetiva, é possível estabelecer um diálogo produtivo e positivo entre mentor e mentorado. é preciso que o mentorado tenha clareza sobre seus pontos fortes e o que precisa ser desenvolvido, para que haja transforma??o.

O feedback precisa ser um momento em que haja clareza e respeito entre mentor e mentorado. Um feedback só vai surtir efeito se fizer sentido para quem o recebe. Se isso n?o acontecer, o mentorado n?o vai se sentir motivado e engajado com a necessidade de transforma??o a partir da conversa com o mentor. O mentor pode, inclusive, incentivar o mentorado a buscar feedback com pessoas ou profissionais da confian?a dele, de modo a aumentar e ampliar o autoconhecimento do mentorado

Feedback, clear and objective, should promote reflection on problems that must be solved. The coach/mentor needs to bring this stimulus by putting the coachee/mentee on the scene to solve a problem.

Embracing feedback is crucial for stimulating learning and growth, leading to a significant mindset shift. It enables us to reflect on and learn from our experiences, enhancing our ability to tackle complex problems. Feedback encourages critical and creative thinking, urging us to consider diverse solutions and strategies. This process nurtures a culture of continuous learning and improvement, where seeking and giving feedback becomes a norm. It also propels us to embrace new challenges, further developing our problem-solving skills. Adopting feedback with a growth mindset transforms it into a powerful tool for personal and professional evolution.

Feedback is an important collaboration and communication tool. It's vital that team members know how to deliver and receive feedback. In many organizations feedback has a bad reputation due to the fact that it's not delivered right. Remember, feedback needs to be specific and constructive. No judgement or own interpretations.

O feedback pode agir como uma ferramenta de desenvolvimento poderosa para o mentorado. Habilidades como tomada de decis?o, resolu??o de conflitos, comunica??o, autonomia, podem ser melhor direcionadas se forem tratadas em uma sess?o de feedback que se transforma em um plano de a??o efetivo e eficaz.

Aus meiner Erfahrung in der Organisations- und Sportpsychologie zeigt sich, dass Feedback geben (~wie sich Aufdr?ngend) verstanden wird. Die Frage, ob ich Dir ein Feedback geben darf führt sehr oft zur Antwort Ja aufgrund der sozialen Erwartung. Darf ich Dir ein Feedback zum Verkaufsgespr?ch geben? Als erfolgsversprechender halte ich Formulierungen, die Einladend und konkret sind. Bspw. Im Verkaufsgespr?ch vorhin ist mir etwas aufgefallen. Mit Deiner Hilfe m?chte ich es besser verstehen. Wenn Du Lust hast, dann teile ich Dir gerne meine Beobachtung. Eine solche Formulierung involviert das Gegenüber in einer wohlwollenden Art und Weise .

Establish and confirm key performance indicators, good reporting and regular meetings to discuss confidence, progress, results and challenges ;)

As coaches and mentors, we embrace feedback as a key tool in increasing our confidence and satisfaction. It steers us to celebrate our successes, reinforcing a positive mindset crucial for growth. This feedback also catalyzes a mindset shift, encouraging us to view challenges as opportunities to evolve, thereby boosting our resilience. Adopting this growth-oriented perspective enhances our confidence, satisfaction, and commitment to continuous personal and professional development.

Positive self affirmation also is a form of feedback and gratitude recognizing that "I" am deserving and in need of feedback like anyone else.

We can not just sit back and wait for feedback. You need to be HUNGRY for it. If you are not getting feedback as often as you want, you need to have that conversation about what you want from your leader to grow. Feedback allows us to grow in more ways then you think. It can give you the kudos you need on the work you are doing to help you know you are on the right track, or the criticism to improve on that work. Growth vs Fixed mindset material will really enlighten you about how positive feedback is for you.

I like to emphasize that there are certain "KO terms" that shouldn't be used when delivering feedback, such as "I guess..." "I believe..." "I heard...". Your counterpart might get the impression that he/she is judged or that you are adding a personal opinion. Use instead: "I observed..." "I saw..." "I noticed..." These terms are referring to something that you could observe, without adding personal opinion or judgement

2 good feedback keys: 1?? Behavioral Focus: Concentrate on specific behaviors or outcomes rather than personal attributes when giving feedback. This approach keeps the conversation objective and encourages actionable improvement. 2?? Timely and Balanced Feedback: Offer feedback promptly and consistently, emphasizing both strengths and areas for improvement. This balanced approach fosters growth while acknowledging achievements, creating a supportive environment.

Feedback is a gift, and it goes both ways... 1. The sender gives it with the intention of presenting a useful gift 2. The recipient receives it graciously, with the attitude of grating and reply "Thank you"

Feedback builds accountability and ownership. Feedback should be used as a tool for engagement, promotion and encouragement. Best way is to do both publicly and individually based on the circumstances. Never delay a conversation as this wouldn’t help. If the team needs to enhance their performance, this should be a collective responsibility and addressed publicly. However, if you have to provide a constructive criticism to a team member, do this in private. This way the person receiving the feedback on a 1:1 won't feel intimidated. Be empathetic, when you engage your team member to discuss a plan to improve their performance.

The first feedback is to shift the mindset there is nothing as problem but situations. The way you look at things brings a drastic change. The same situation when you replace the word unblocks a lot of fear anxiety. As the situation grows on try to be involved with it without thinking whether you know or you familiar or how will you do it. As you make progress from accepting it as a situation the next step opens up it is just like "riding a bicycle".. if you did it you will understand it... It is always the very first step that is messy once you are focused on progressing the path opens up. The same person when relaxes can create beautiful solutions out of nothing...

It is important to balance positive & constructive feedback, see this as a 'carrot & stick' in a more open, objective, and modern days. Therefore, people and know that we're acknowledging actions and giving feedback on which one to continue / not / changed into something better. Be careful of being 'critical' only, this might hurt others and make them believe that they're incapable / wrong thus blaming themselves. One way that we can do to make it constructive is by giving a 'solution' or other ways to doing it, so people not only feel blamed but supported.

Um mentor orienta influencia e compartilha suas experiências com o mentorado. Uma conversa genuína entre mentor e mentorado está pautada no respeito, transparência e vontade de transforma??o entre ambas as partes. O mesmo vale para a conversa de feedback.

You could: Encourage junior employees or individuals from different departments to provide feedback to senior management. This disrupts the traditional top-down approach and offers fresh insights and innovative solutions. Implementi a platform where employees or stakeholders can anonymously provide feedback on existing processes, products, or strategies. This encourages candid opinions and exposes blind spots that need attention. Actively seek out and valuing opinions that oppose popular beliefs or strategies. This disrupts groupthink and stimulates critical thinking, leading to more robust problem-solving. Create systems that continuously gather feedback during a project's execution rather than waiting for the end.