A critical skill for any leader.

A critical skill for any leader.

Feedback Feedback – giving and receiving – is a critical skill for any leader. You must be able to give feedback to others and you must seek out feedback about yourself and your performance in order to grow and remain effective. Assignment #3 has 3 parts. Part 1: Read these two articles The second article is a bit specific to sales but I like that they provide some concrete examples that I think will be useful to you. Part 2: Seek out and/or provide some feedback (positive or constructive; your choice) in your life and tell me what you experienced. Perhaps it is just asking your boss how he or she thinks you are doing and asking if there is anything you can be doing better. Maybe it is asking this same question to your spouse or child. It could be telling someone in your life that they are doing a great job and being specific about why. Your choice, just tell me know it goes and what you learned. Part 3: Provide some feedback for me about this course. What do you like most about this course so far? What do you like least? What can we/I do to make the rest of the term valuable for you?


Student’s Name

Institution Affiliation


Professor’s Name


Part 1

Getting and giving of feedback is a very critical aspect of communication. It benefits the giver, the receiver, and also the firm in charge of the subject matter. Feedback can either be positive or constructive. The former reinforces the desired characteristic, while the latter focuses on areas requiring improvement (Casey et al., 2021). The giving and receiving of feedback is part of our daily lives. We communicate feedback amongst ourselves in the course of our regular conversations. Silence itself is feedback since it may show dissatisfaction of an individual towards something, and in other times, it indicates satisfaction.

Feedback is a form of effective listening. When one person is communicating with the other, they want to know that their words have been understood and have been valued by the other person(s). Receiving feedback from others is a clear sign that they have understood and conceptualized what you communicated to them (Casey et al., 2021). On the other hand, lack of feedback may indicate that the information was not understood, although this should not be interpreted strictly.

Giving of feedback is a form of providing an appreciation for something done. This may encourage the receiver to be motivated to do things even in a better way. For instance, in a working setup, a human resource manager may express gratitude to a worker who has shown tremendous improvement at his place of work (Casey et al., 2021). This will improve the confidence of such a worker and make him or her work harder for better results.

Feedback is vital in developing performance. It is a kind of criticizing or attacking an individual, but if taken positively, the targeted individual may use it to improve his performance to a better level (Mehrotra 2017). To avoid instances where an employee may take it as an attack, it should be done politely, such as reasoning with him on possible ways that can improve his performance.

Feedback provides employees with a chance to learn more about in their field of specialization. For instance, when one is a new employee in a firm, co-employees may give their experience on what they have experienced about him in the course of their work (Mehrotra 2017). This will help him recognize the weak areas on which he needs to improve.

Part 2

I once worked as a casual laborer in a milk processing factory. I was in the cooling department, and the manager once came to my area of work, and we started to converse. Amid our conversation, I asked him if there’s anything I could do to improve my skills in the field. He told me that he had been impressed by how fast I had adapted into that department, unlike other employees who take too long to adapt. This made me proud of myself. He however said that I need to improve my time-managing skills, especially the reporting time in the morning. He enquired why I sometimes got to the workplace late, and I explained that I came from far and I at times lacked fare for my transport. He said that the management would consider giving transport allowance to casuals to improve their individual performance and that of the company at large. This taught me not to condemn workers for their mistakes without giving them a chance to explain their case and try to come up with possible solutions (Mehrotra 2017).

Part 3

I love the passion with which the course instructor does his job. It makes the students motivated to work harder to get good results that will not frustrate the lecturer’s efforts (Mehrotra 2017). I am not encouraged by the lack of group discussions amongst the students. This makes it challenging to revise since there are areas where one may find it difficult to understand but may understand better with the help of a colleague. I would propose for there to be more and intensive group discussions for better grasping of concepts.


Casey, R. (2021). Importance of feedback and personal leadership development plans. In Practice43(1), 50-52. (Casey et al., 2021)

Mehrotra, A., & Elias, H. (2017). Employers’ Feedback on Business Graduates. US-China Education Review7(4), 190-199.

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