Juan Carlos Bueno de Moya’s Post

Day 20 of 100 Day Leap --> Feedback: The Key to Growth In today’s fast-paced and competitive world, the ability to give and receive feedback effectively is a critical skill that can drive personal and professional growth. --> Why Feedback Matters -Catalyst for Improvement Constructive criticism helps individuals identify gaps in their performance and provides actionable insights to improve which can encourage individuals to step out of their comfort zones and strive for excellence. -Enhances Performance Regular feedback ensures that employees remain aligned with organizational goals and values. It fosters an environment of continuous learning and improvement, allowing individuals to enhance their skills and contributions to the team. -Promotes Engagement and Motivation When employees receive positive feedback, it reinforces their value within the organization, boosting morale and motivation. A culture of feedback empowers employees to take ownership of their work and fosters a sense of belonging. -Drives Innovation Encouraging open dialogue enables teams to brainstorm and refine concepts collaboratively, resulting in solutions that may not have emerged in a more closed-off atmosphere. -Fosters Accountability Feedback creates a sense of accountability within teams. When individuals know they will receive feedback on their performance, they are more likely to take responsibility for their work. This accountability drives higher standards and encourages individuals to deliver their best efforts. -Builds Trust and Relationships Regular feedback helps build strong relationships among team members. It fosters open communication and creates a safe space where individuals can express their thoughts and concerns. Trust is essential for effective teamwork, and feedback plays a vital role in cultivating that trust. -->Effective Feedback Principles To harness the power of feedback, consider these principles: -Be Specific: Clear, specific comments help the recipient understand exactly what they did well or where they need to improve. -Focus on Behavior, Not Personality: Feedback should address actions and outcomes rather than personal attributes. -Encourage a Two-Way Conversation: Encourage dialogue by inviting questions and clarifications, making the process collaborative. -Deliver Timely Feedback: Providing feedback soon after an event maximizes its effectiveness. -->Embrace Feedback as a Growth Tool Feedback is a gift that, when given and received well, can lead to profound personal and organizational growth. It is essential for fostering a culture of continuous improvement, engagement, and accountability. What strategies do you use to give or receive feedback effectively? Share your thoughts below! #Feedback #GrowthMindset #Leadership #ProfessionalDevelopment #100DayLeap #YMindset #ConstructiveCriticism

Feedback culture refers to the practice of providing regular and constructive feedback within an organization or team. It is the foundation of a healthy and collaborative work environment, where individuals can grow, learn, and improve. Feedback is viewed as a valuable tool for professional growth rather than criticism. It is seen as an opportunity to identify strengths and weaknesses, celebrate accomplishments, and address areas that need improvement. This culture encourages open and honest communication, trust and transparency, and promotes a continuous learning mindset. One of the key elements of a feedback culture is the ability to provide feedback promptly. Regular feedback enables individuals to address issues promptly and make necessary changes. It also allows for real-time recognition and appreciation, which boosts morale, motivation, and engagement. Constructive feedback is an essential aspect of a feedback culture. It focuses on specific behaviours or actions, rather than personal attributes or characteristics. It highlights areas that can be improved and provides suggestions for development. Constructive feedback is non-threatening and delivered with empathy and respect, emphasizing growth and learning rather than blame or criticism. Receiving feedback is equally important in a feedback culture. It requires individuals to be open to receiving different perspectives and viewpoints, to actively listen, and to see feedback as an opportunity for growth rather than as a personal attack. Feedback is most effective when it is balanced, highlighting both strengths and areas for growth. In conclusion, a strong feedback culture is essential for organizations and teams to thrive. It promotes open and honest communication, continuous learning, and individual growth. By embracing a feedback culture, organizations can create an environment where individuals are empowered, engaged, and motivated to achieve their best. Follow us for more Management Tips Visit our website to see the training calendar https://lnkd.in/deUV6Sz #managementtips #feedback #feedbackculture #mctimothyassociates

🌟 The Power of Feedback: Fostering Growth and Continuous Improvement 🌟📈🗣️ Feedback is a vital tool for personal and professional growth. Constructive feedback helps individuals understand their strengths and areas for improvement, driving continuous development and enhancing overall performance. Why Feedback Matters: 1. Promotes Growth: Feedback provides valuable insights that help individuals grow and develop their skills. 2. Enhances Performance: Regular feedback allows for timely adjustments, leading to improved performance. 3. Builds Stronger Relationships: Open and honest feedback fosters trust and strengthens professional relationships. 4. Encourages Self-Awareness: Feedback helps individuals gain a better understanding of their actions and their impact on others. 5. Drives Continuous Improvement: A culture of feedback encourages ongoing learning and development. Strategies to Cultivate a Feedback-Rich Environment: 1. Encourage Open Communication: Create a culture where giving and receiving feedback is normalized and encouraged. 2. Be Specific and Constructive: Provide specific examples and actionable suggestions to make feedback more effective. 3. Balance Positive and Negative Feedback: Ensure that feedback includes both praise for strengths and constructive criticism for areas of improvement. 4. Seek Feedback Regularly: Proactively ask for feedback to understand how you can improve and grow. 5. Act on Feedback: Demonstrate that you value feedback by making tangible changes based on the insights received. Practical Tips: 1. Schedule Regular Check-Ins: Set up regular feedback sessions with team members to discuss progress and areas for improvement. 2. Use the "SBI" Model: Structure feedback using the Situation-Behavior-Impact model to make it clear and concise. 3. Create a Safe Space: Ensure that feedback discussions take place in a respectful and supportive environment. 4. Be Open-Minded: Approach feedback with an open mind and a willingness to learn and improve. 5. Recognize Efforts: Acknowledge and appreciate efforts to act on feedback, reinforcing positive behavior. Feedback is not just about pointing out mistakes; it's about fostering a culture of continuous improvement and mutual respect. By embracing feedback, you can enhance your skills, strengthen relationships, and drive personal and organizational success. #Feedback #ContinuousImprovement #PersonalGrowth #ProfessionalDevelopment #WorkplaceCulture How do you incorporate feedback into your professional development? Share your experiences and tips!

Feedback Fatigue? Here’s How to Fix It Feedback should fuel growth, not frustration. Yet, too much feedback—or poorly timed input—can leave employees feeling demotivated or overwhelmed. In our latest blog, we explore: ✔️ Why feedback without purpose falls flat ✔️ The difference between quantity and quality in feedback ✔️ How to align feedback with employee and company goals Ready to transform your feedback culture? Read the blog now to learn actionable tips for creating feedback that drives results and empowers your team. 👉 https://lnkd.in/e7fswhfS Schedule a demo (in comments) to see how SkillCycle helps you master feedback and performance management

Today’s Tip Get More Comfortable with Delivering Feedback Providing feedback to your employees is part of being a manager. These performance conversations should feel productive and set the tone for a positive working relationship with your employee—but preconceived notions can hold you back from giving timely, helpful, and honest feedback. Here are three common misconceptions about delivering feedback and how to overcome them. Feedback conversations are always long and drawn out. In fact, fast feedback sessions where you simply share the behavior you’re observing and allow your team member to respond can be just as effective as a lengthy one-on-one. If they’re self-aware and self-motivated, they’ll likely acknowledge their own misstep. Your feedback has to be perfect. Your employee might see things differently than you do, and you may or may not be “right” the first time. If you’re willing to have a feedback dialogue rather than a monologue, you’re likely to get new information, additional perspectives, and even reactions to the feedback that you should consider. With enough preparation, you can manage your employee’s reaction. How an employee responds to your input is based on personal factors. While you should commit to making your part of the conversation as helpful and productive as possible, also understand that you can’t control how the recipient will feel. Delaying providing an employee with feedback for fear of upsetting them harms both of you and your working relationship. This tip is adapted from “Overcome Your Fear of Giving Feedback,” by Deborah Grayson Riegel

Today’s Tip Get More Comfortable with Delivering Feedback Providing feedback to your employees is part of being a manager. These performance conversations should feel productive and set the tone for a positive working relationship with your employee—but preconceived notions can hold you back from giving timely, helpful, and honest feedback. Here are three common misconceptions about delivering feedback and how to overcome them. Feedback conversations are always long and drawn out. In fact, fast feedback sessions where you simply share the behavior you’re observing and allow your team member to respond can be just as effective as a lengthy one-on-one. If they’re self-aware and self-motivated, they’ll likely acknowledge their own misstep. Your feedback has to be perfect. Your employee might see things differently than you do, and you may or may not be “right” the first time. If you’re willing to have a feedback dialogue rather than a monologue, you’re likely to get new information, additional perspectives, and even reactions to the feedback that you should consider. With enough preparation, you can manage your employee’s reaction. How an employee responds to your input is based on personal factors. While you should commit to making your part of the conversation as helpful and productive as possible, also understand that you can’t control how the recipient will feel. Delaying providing an employee with feedback for fear of upsetting them harms both of you and your working relationship. This tip is adapted from “Overcome Your Fear of Giving Feedback,” by Deborah Grayson Riegel

Uncovering and nurturing high-potential team members through feedback is a crucial aspect of effective management. Here's a step-by-step approach: 1. Establish a Feedback Culture: Create an environment where feedback is encouraged and valued. Ensure that feedback is seen as constructive rather than punitive. This fosters an open atmosphere where team members feel comfortable giving and receiving feedback. 2. Regular Performance Reviews: Conduct regular performance reviews to assess the strengths and areas for improvement of each team member. Use these reviews as opportunities to provide specific feedback on their performance, highlighting areas where they excel and areas where they can grow. 3. Identify Key Performance Indicators (KPIs): Define clear KPIs for each role within the team. These should be measurable and aligned with the overall goals of the organization. Use these KPIs as benchmarks to evaluate the performance of team members and identify those who consistently exceed expectations. 4. 360-Degree Feedback: Gather feedback from multiple sources, including peers, subordinates, and supervisors, through a 360-degree feedback process. This provides a more comprehensive view of an individual's performance and allows you to identify high-potential team members who may not stand out through traditional performance evaluations alone. 5. Provide Specific and Timely Feedback: When providing feedback, be specific about what the individual is doing well and where they can improve. Focus on behaviors and outcomes rather than personality traits. Deliver feedback in a timely manner so that it is relevant and actionable. 6. Create Development Plans: Work with high-potential team members to create personalized development plans that align with their career aspirations and the needs of the organization. Provide opportunities for training, mentoring, and stretch assignments to help them further develop their skills and capabilities. 7. Recognition and Reward: Recognize and reward high-potential team members for their contributions and achievements. This can be done through public acknowledgment, promotions, salary increases, or other forms of recognition that are meaningful to the individual. 8. Monitor Progress: Continuously monitor the progress of high-potential team members and adjust development plans as needed. Provide ongoing support and guidance to help them overcome any obstacles they may encounter on their development journey. By following these steps, you can uncover and nurture high-potential team members through feedback, helping them reach their full potential and contribute effectively to the success of the organization. #operationalexcellence #Leadershipinitiative #highpoweredteam

Effective Feedback for Constructive Communication 🗣️ Feedback is an essential tool in any work environment. But, have you ever wondered about the advanced methodologies behind truly effective feedback? ➡️ According to recent studies, employees who receive negative feedback from their managers are 20 times more likely to feel engaged than those who receive no feedback at all. However, offering constructive criticism requires a precise balance between honesty and empathy. Here are some psychological and communication techniques that can transform even the most critical feedback into an opportunity for growth: 👉 360-Degree Feedback Technique: Collect feedback from multiple sources (supervisors, colleagues, and subordinates) to provide a comprehensive view of an employee's performance and foster an environment of transparency and continuous improvement. 👉 SBI Model (Situation-Behavior-Impact): Structure feedback by describing the situation, the observed behavior, and the impact. This facilitates clear and specific communication, reduces misunderstandings, and focuses on observable behaviors. 👉 Constructive Criticism Based on Neuroscience: Use positive language and focus on solutions to activate reward circuits in the brain, keeping employees motivated and receptive. 👉 Personalized Feedback: Adapt the feedback style to the personality and preferences of each individual using tools like DISC (Dominance, Influence, Steadiness, Conscientiousness) to tailor feedback accordingly. 👉 Regular and Structured Feedback Sessions: Implement a regular feedback schedule to ensure continuous performance comments, facilitating ongoing improvement and demonstrating commitment to professional development. Effective feedback is both a science and an art. It requires mastering advanced techniques in communication, psychology, and empathy. Beyond methodologies or strategies, what truly matters is our genuine intention to help others grow and improve. #EffectiveFeedback #ConstructiveCommunication #ProfessionalGrowth ----------- I'm Marelys García, and at Mindslines we support human resources departments in implementing development programs for emerging leaders. 👉Contact me to share our free tool to measure the return on investment of your development programs and our Leadership Companion, an AI-based tool to support the leaders of your company in their challenges.

🔄 Unleashing Potential Through 360° Feedback: A Pathway to Personal and Organizational Growth 🌟 In today’s fast-paced world, 360° feedback has become an invaluable tool for employee development and organizational growth. 🔄Why 360° Feedback Matters🌟 Unlike traditional appraisals, 360° feedback offers a comprehensive perspective 📈, which encourages employees to view themselves from others' eyes, enhancing self-awareness. This multi-dimensional approach fosters a culture of transparency and constructive dialogue 🗣️. For organizations, this can mean a more engaged, resilient, and high-performing workforce 🚀. 🔄How to Implement 360-Degree Feedback: Step-by-Step Guide for Success 🚀 1.     Define the Purpose 🎯 Start by clarifying the objective of 360-degree feedback. Make it clear that the goal is personal and professional growth, not just performance evaluation. This helps build trust and encourages constructive participation. #PurposeDrivenFeedback #GrowthMindset 2.     Select the Right Participants 👥 Ensure a diverse selection of feedback sources (peers, managers, direct reports). Including multiple perspectives provides a well-rounded view of each individual’s strengths and areas for development. #360Feedback #DiversePerspectives 3.     Choose a Reliable Tool 🛠️ Select a feedback platform that is user-friendly and ensures confidentiality. A good tool enables seamless feedback collection and clear reporting for actionable insights. #FeedbackTools 4.     Provide Training on Feedback Skills 🗣️ Train employees on giving and receiving feedback constructively. This helps build a supportive culture and ensures feedback is insightful and productive. #FeedbackSkills #ConstructiveFeedback 5.     Communicate the Process Clearly 📢 Outline how the process works, the type of feedback expected, and timelines. Clear communication helps reduce apprehension and fosters transparency. #TransparentCommunication #HRBestPractices 6.     Gather Feedback Anonymously 🔒 Anonymity encourages honest and open feedback, especially in sensitive areas. #AnonymousFeedback #TrustBuilding 7.     Review and Analyze Feedback 🔍 Carefully review the data to identify common themes and actionable insights. Provide summaries to individuals with clear areas of focus. #DataDrivenInsights #ContinuousImprovement 8.     Create Individual Development Plans 📈 Work with each participant to develop a plan that addresses feedback areas. Set achievable goals and check in regularly to track progress. #PersonalGrowth #ActionPlans 🔄Ready to Build a Culture of Growth? 🌟 ✅Implement 360° feedback in your next review cycle ✅ Encourage a culture of constructive feedback ✅ Invest in tools that facilitate seamless 360° feedback Let’s unlock potential together! What’s your experience with 360° feedback? Share your experiences or insights in the comments below below 👇 #360DegreeFeedback #EmployeeEngagement #HRLeadership #GrowthCulture

Do you welcome feedback? Are you in a position where you need to give feedback on a regular basis? I think most of us can see the value of it - I covered some points here. Improvement - Feedback provides insights into areas where one can improve. Whether it's constructive criticism or positive reinforcement, feedback helps individuals understand what they're doing well and where they can grow. Learning: Feedback fosters learning by offering new perspectives and insights. It helps individuals understand different viewpoints and encourages them to consider alternative approaches. Clarity: Feedback clarifies expectations and goals. It ensures that everyone is on the same page regarding what needs to be achieved and how it can be accomplished. Motivation: Positive feedback can boost morale and motivation. Recognising someone's efforts and accomplishments can inspire them to continue striving for excellence. Relationship Building: Giving and receiving feedback fosters trust and strengthens relationships. It demonstrates openness and transparency, creating an environment where communication flows freely. Problem-Solving: Constructive feedback highlights areas for improvement and provides suggestions for overcoming challenges. It enables individuals to address issues proactively and find effective solutions. Personal Development: Feedback is essential for personal growth and development. It helps individuals identify their strengths and weaknesses, allowing them to focus on areas that need improvement and leverage their strengths. Overall, feedback is crucial for individual and organisational growth. It promotes continuous improvement, enhances communication, and fosters a culture of learning and development. But what if the feedback isn't delivered in the right way or welcomed, how would you navigate that? This is something I can help with just drop me a message and we can arrange a discovery call. #feedback #courageousconversations