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Scoop.it!
Getting feedback isn't always easy—but learning to accept it can help you grow.
A series of articles from Psychology Today. Via Ariana Amorim 
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Scoop.it!
The first step in giving feedback is to determine the goal or the reason for the feedback.
This will vary depending upon the situation.
Defining the goal will help shape the process. Feedback is an educational opportunity for both the sender and the receiver.
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Article: Performance Feedback Essential to Best-in-Class Organzations. Give employees feedback to keep your organization at the top of your market.
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Are you familiar with the lessons learned concept? You know, those meetings supposedly held after the project completion.
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Although there are times when layoffs take everyone by surprise, there are many times when organizations alert employees about pending....
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You have to mind how you talk to people at least as much as what you say to them. Via Dr. Susan Bainbridge, AlGonzalezinfo
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No matter what happens, no matter how far you seem to be away from where you want to be, never stop believing that you will somehow make it. Have an unrelenting belief that things will work out, that the long road has a purpose, that the things...
Scoop.it!
Leadership requires many things, most importantly: kindness. Discover how to use this critical leadership tool.
Beth Ann Randazzo's comment,
March 11, 2013 3:59 PM
Wow! We should share this with our administrators!
John Michel's curator insight,
March 17, 2013 7:34 PM
In a world of constant changes, whether in our family or professional lives, everyone appreciates the salve of kindness. How can we find continued ways in which we can express and share kindness to better each others experiences? ///////// John Michel, experienced leader, humanitarian, visioneer, and renown status quo buster, is the author of the ground breaking book, Mediocre Me: How Saying No to the Status Quo will Propel you from Ordinary to Extraordinary. Check out his blog at www.MediocreMe.com or drop him a note at johnmichel@MediocreMe.com
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"Every 7 seconds, a child is bullied on a playground....Bullying is intentional cruelty, harassment, and emotional, physical and sometimes sexual abuse. This behavior can set the tone for a lifetime of intentional cruelty or worse.
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Here is an interesting thought . . . people want results and feedback right now. They are addicted to staying in touch with what is going on in the..
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4 Part Model that starts with context and behavior, then moves to impact and next steps.
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The root cause of organizational dysfunction is often distance — the distance between leaders who communicate in a top-down fashion and employees who develop a sense of estrangement from those leaders.
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The fact is that most well-intentioned and hard-working people believe they are doing the right thing, or they wouldn't be doing it. However, most people also have an unwarranted optimism in relation to their own behavior. Via Sabrina Murphy, AlGonzalezinfo
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These four tips will make your employees happier and your company more productive.Get the latest blog articles on business ideas and trends from... Via Scott Span, MSOD
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Here are 3 important ways to create a learning-centric environment that will encourage your top, fresh talent to stick around:
- Provide opportunity to learn new things. Often.
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There is a system behind The Implicit. This system has a feedback loop of one person conveying messages and another interpreting the messages, and we tend to attribute the meaning we associate to messages to the intent of the sender instead of saying it was what we interpreted.
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The oddest thing about hurricanes is the calm at the center of the storm. Pelting rain and destructive winds depart. The wind is calm and the sun is shining. You know the eye won’t last, but you can take a break, step outside, do a quick check and plan how to face the rest of the storm.
Sometimes our emotions swirl like a storm. Today’s post focuses on how leaders can calm their emotions through centering.
Managing your emotions puts you in charge. You identify your feelings and then deliberately moderate your feelings to serve you and the people around you. Even when your situation is emotionally fraught, you can manage your emotions. You can find the calm you need in the midst of an emotional storm.
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Leadership and Self-Deception is one of the most influential leadership books available today. It helps us understand the role we all play in conflict and wh... Via Amy Ragsdale
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Arrogance vs. confidence. In your job search you can't afford to come across as arrogant. It could cost you your next $100K+ job. Via Kathleen Sutton
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An example of the consequences of unsustainable leadership. How does this seltzer bottle relate to conflict? Via Amy Ragsdale
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In order to consistently deliver influential and successful products, the supervisor must focus on establishing a strong foundation or “safety zone” where trust and safety are nurtured ...
Shailja Kaushik's curator insight,
January 9, 2013 1:49 AM
Sphere of influence refers to the conceptual system or people over which an individual has an influence. This article has very nicely applied this concept for building sustainableand high performing teams. According to this, groups in the office and unit/office forms a safety zone for the team members. As their ability to overcome fear and take more risks increase, their sphere of influence will widen to influence division, organization and outside environment. Based on strengths and job responsibilities, some staff members will be consistently expanding the team’s sphere of influence by working outside the safety zone while others will spend most of their time and efforts inside the safety zone. Key qualities identified that assist in increasing the sphere of influence are:
Check out the Sphere of Influence Keynote template at http://www.muezart.com/your-sphere-influence-keynote.html to create a compelling presentation on leadership development and personal growth. 
AlGonzalezinfo's comment,
January 26, 2013 12:30 PM
Thanks for your thoughtful comments Shaija. It is amazing how fear can cripple performance. I will checkout the presentation ASAP.
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Learn to give and get criticism.(How to Accept Feedback | Psychology Today Via YSC Online, David Hain, Jose Luis Anzizar
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The tendencies among people in the work place is to say, “Well, that is just John”, or “There isn’t anything I can do about the situation.”
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