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Test Give Constructive Feedback
Agenda
QUESTION 1: What is crucial to do before giving feedback to someone?
Criticize the person so that he understands his mistake
Making the other person feel guilty
Speak as quickly as possible to avoid wasting time
Check your motive to ensure that the intention is to help
2nd QUESTION: What is the fundamental difference between constructive feedback and criticism?
There is no difference, they are two ways of saying the same thing
Feedback focuses on "building up, not tearing down," while criticism is destructive
Feedback is always negative and criticism is always positive
Criticism is more effective for growth than feedback
QUESTION 3: What is the last step in the constructive feedback formula?
Describe behavior objectively
Explain the impact that behavior has on you
Ask permission to give feedback
Be specific and propose a change
QUESTION 4: Why is it important to ask permission before giving feedback?
Because giving unsolicited feedback can be perceived as disrespectful and trigger defensiveness
Because it is a formality of no real importance
To demonstrate that you have a position of authority
Because then the other person won't be able to refuse to listen to you
QUESTION 5: To prevent the person from feeling attacked, what should you focus on?
In the mistakes that the person has made in the past
In your own emotions without explaining the cause
In the negative consequences that your behavior will have
In the person's behavior, not in his person
QUESTION 6: What is the purpose of using first-person statements like "I feel frustrated" when describing the impact of a behavior?
To make the other person feel guilty about your emotions
To demonstrate that your reaction is the only possible one in that situation
To make feedback sound more authoritative and direct
To take responsibility for your own emotions instead of blaming others
QUESTION 7: What is an example of focusing on behavior rather than the person?
Say "you're lazy" instead of "I noticed you didn't turn in your report on time."
Criticize the other person's personality so that they understand the problem
Ignoring the behavior and hoping it will change on its own
Generalizing by saying "you never do anything right"
QUESTION 8: What should be the genuine motivation or intention for giving good feedback?
Vent your frustration or anger
Help the other person improve and grow
Proving that you are right in a conflict
Making the other person feel bad about their mistake
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