Test Giving and receiving feedback

QUESTION 1: HOW IS FEEDBACK USED IN COACHING?

In our coaching path we have a tool or a procedure that allows us to know what is our trajectory and that of our work team
Feedback as it is popularly known is used in coaching as a means of communication in which we give and receive feedback on our work or behavior
If we are in front of a work team, we need to know what people think about the action procedure within the company and that is what the feedback is about
Receiving critical feedback from colleagues is something that greatly enriches our personal and professional growth

Feedback can be taken as a negative aspect for some, as it can be annoying at times to receive criticism about our actions
One of the important factors of giving and receiving feedback is that it facilitates a communicative interaction among the work team
This practice always has a bidirectional communicative sense, but sometimes it can become multidirectional when we are in front of a team
With feedback we have the opportunity to know how effective our impact is within the company, as well as that of our colleagues

It is necessary to know in order to understand how feedback works, which is always based on actions
It is important to be open to criticism for better performance in the workplace
For this practice, withholding information would not be so beneficial, since we deprive the other person receiving the feedback of aspects of interest for his or her improvement
It's also often cumbersome, but if we don't solicit feedback from our team we will miss out on something that will help us grow as a person

Feedback within our company allows us to have at hand a critical opinion with a positive point of view to improve our behavior and strengthen our performance
The relevant aspect of the feedback process in the work environment is that it should be focused on generating an opinion for reflection and not an order to be complied with, avoiding any type of authoritarianism in the workplace
It is important when we give feedback to focus on what the person does and not on what he/she is, because through this method we do not seek to change the personality of our colleagues, but to focus on what he/she does and not on what he/she is
To analyze this interactive practice it is not necessary to take detours, the more direct we approach it the better, the aim is to have the opportunity to know how much our actions affect the work environment

One of the primary benefits of feedback is that it allows us to recognize our actions
We can analyze it and then determine whether or not what they tell us about our way of proceeding is valid for growth

The benefit for the giver is to be able to help another colleague review his or her actions
If the comment or request we receive is constructive in our favor, it is already a benefit to know what others think of us
The best part of giving and receiving feedback is to assume it as part of a coaching process where we are being guided or evaluated, thus evidencing our trajectory
Imagine if your colleagues did not give you feedback on how you perform in the team, we would think we are doing an excellent job when in fact important details are missing