Erdal is brilliant! Can that be a stand-alone recommendation? I believe it should be and the following is why: Erdal brings with him not only the value of being incredibly intelligent in his field; he brings lengthy experience with both consulting (freelance work) and through companies; along with the ability to communicate with others at several different levels (including “tech” talk, networking, humor, & conversational styling), he knows how to bring strategy into the picture. That is difficult to do and he does it wonderfully. Wrap it all together, and that is brilliant and therefore, Erdal is brilliant! I am proud that I was able to work with him with the MCT Advisory Council at Microsoft.” (2012)
Feedback occurs when outputs of a system are routed back as inputs as part of a chain of cause-and-effect that forms a circuit or loop. The system can then be said to feed back into itself. The notion of cause-and-effect has to be handled carefully when applied to feedback systems:
Simple causal reasoning about a feedback system is difficult because the first system influences the second and second system influences the first, leading to a circular argument. This makes reasoning based upon cause and effect tricky, and it is necessary to analyze the system as a whole.
Giving Feedback
Boosting Your People’s Confidence and Ability
“Performance review.” Does the mere mention of this event make your heart sink?
Employees and managers the world over dread this ritual and therein lays the main problem: we have institutionalized the giving and receiving of feedback. We save up our comments and document all the things we note about a person’s performance. And then, like a big cat ready to pounce, the manager brings a hapless employee into the office and springs a year’s worth of “constructive criticism” onto him or her.
No wonder why this process is so unnerving and fear provoking. This is exactly the wrong emotional environment in which to discuss performance, introduce suggestions for improvement, and talk about goals for the future. This is a shame, because giving and receiving feedback is key to engaging your people and keeping them on track.
When done in the right way and with the right intentions, feedback can lead to outstanding performance. Employees have to know what they are doing well and not so well. For them to really hear your thoughts and suggestions on ways to improve, though, that feedback has to be delivered carefully and frequently.
Giving feedback is a skill. And like all skills, it takes practice to get it right. So, in this article and in the video, below, we’ll give some tips on how you can give feedback constructively and effectively
