1. How do you define feedback?
2. Is feedback more than some words and a scorecard? Paint us a picture of the variety or types of feedback common now in businesses you work with.
3. What are the best ways leaders can learn to be more confident and courageous in their conversations with staff that improve performance at work, and not bulldoze through this because that is also not ideal?
4. How do you view 360 feedback – is it always necessary and helpful for workplaces?
5. If we have legacy cultural issues, or toxic team members who may be there for years and/or be our “top performers” is that feedback process likely to be different? How?.
6. How can feedback become more about shared success vs a tick-and-flick HR exercise that can leave people in organisations feeling deflated, cornered or not valued even if they may be meeting their KPIs overall?
7. Takeaway: What is your final message for us on The Politics of Feedback?
Connect further:
https://www.sue-anderson.com.au/
https://www.linkedin.com/in/sueandersongood2gr8/
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