ERIC Number: ED422619
Record Type: RIE
Publication Date: 1998
Reference Count: N/A
Ongoing Feedback: How To Get It, How To Use It. An Ideas into Action Guidebook.
Kirkland, Karen; Manoogian, Sam
Feedback provides information that lets people know how they are doing. When they are monitoring their everyday work, it lets them know how they measure up. When they are setting development goals, it reinforces changes they are making. Many people know they need feedback, but are unsure how to get it. Three things must be considered: whom to ask, when to ask, and how to ask. Feedback should be asked of an honest, credible, and respected person who will encourage the asker to improve effectiveness. It should be someone with a different work style (a boss, colleague, friend, or adviser) who can observe the asker's behavior, show interest in his/her effectiveness, and communicate directly, honestly, and specifically. Requestors should ask for daily feedback after they have determined their development goals. The more often they get feedback, the sooner they can pursue their goals. The quality and quantity of information received depends on how one asks for it. This booklet recommends the Situation-Behavior-Impact model to elicit relevant, forthcoming feedback. Receivers should evaluate feedback accuracy, value, and importance; thank donors; and be able to explain politely why they may not act on particular suggestions. Contains a checklist and seven references. (MLH)
Descriptors: Administrator Effectiveness, Check Lists, Feedback, Goal Orientation, Guidelines, Job Skills, Management Development
Center for Creative Leadership, Publication Area, P.O. Box 26300, Greensboro, NC 27438-6300; telephone: 336/545-2805; email: www.ccl.org/publications (CCL No. 400, $6.95; quantity discounts).
Publication Type: Guides - Non-Classroom
Education Level: N/A
Audience: Administrators; Practitioners
Authoring Institution: Center for Creative Leadership, Greensboro, NC.