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Paperback How to Master the Art of Constructive Feedback: Master the art and process of giving and receiving constructive feedback and you will become a brilliant manager Book

ISBN: 1718001703

ISBN13: 9781718001701

How to Master the Art of Constructive Feedback: Master the art and process of giving and receiving constructive feedback and you will become a brilliant manager

By the end of this powerful and content rich book you will be far more effective at providing and receiving constructive feedback and therefore a far more effective supervisor, manager or leader. Have you noticed how some managers are able to provide their people with feedback in a constructive way? All the feedback they provide, positive and negative alike, is taken fully on board and their individual staff members and teams thrive and prosper. Their departments and areas are more productive, more constructive and generally have more engaged employees within them. If you have never experienced it or seen it for yourself, it can appear to be nothing short of miraculous.I am sure you will also have noticed how some managers deliver feedback so poorly they create nothing but misery and chaos. They would be better off saying nothing in fact. If you have been on the receiving end of poorly delivered managerial feedback you will know how much misery and pain it can cause. Poorly delivered feedback can crush the recipient. I have witnessed some managers leaving such a trail of emotional disaster in their wake it has brought whole departments full of previously high performing people to their knees. Whether feedback is delivered poorly by intention or otherwise is something of a moot point because the effect is always the same; unhappy and unmotivated people.The managers who deliver feedback well are not magicians. Some may have gotten lucky and learnt to deliver feedback well simply by copying their own skilled line-managers and if you have this opportunity available right now then I recommend you take it. Others have a natural talent for interpersonal communication which allows them to be adept and attuned to providing feedback in an effective manner. The rest of the good ones have knuckled down, learnt the skills, embraced the processes and practised delivering feedback as much as possible. They then sought feedback of their own to improve still further. Which type of manager are you? Which type would you like to be?The skills relating to the art of delivering effective feedback can be learnt by anyone willing to put in the time and effort. The artistry of giving effective feedback comes with the constant practice, the willingness to learn from mistakes and the desire to achieve mastery.Amongst other things, by the end of this guide: You will understand and identify what constructive feedback is and is not Appreciate what a good appraisal system looks like Be able to clearly set out expectations and standards upon which to base your feedback Understand the power of feedback and how to use it responsibly Overcome any fears you have about giving or receiving feedback Understand the importance of feedback timing Learn the fundamental steps of the feedback process Plan, prepare and execute effectively on crucial conversations Troubleshoot and improve on the feedback process to suit your style In case you are wondering who this Andrew D. Pope character is, please allow me to introduce myself.I am an author, speaker and trainer based in South Wales in the UK. Everything I do in my life and work is about helping people with people management skills, stress reduction, emotional resilience, work/life balance and effective communication. Life is always a work in progress and we all need a helping hand occasionally.Developing your options and your abilities to feedback effectively, both down the line with your staff and teams and up the line with your own line manager will give you real confidence and you will be well on your way to the managerial excellence and balance you seek.So, go ahead right now. Scroll back up and buy this valuable book. You will be glad you did.

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