Building a feedback - positive organization [videorecording] / David Bradford and Scott Brady.
Material type:
FilmSeries: Stanford Executive BriefingsPublication details: Mill Valley, CA : Kantola Productions, c2005.Description: 1 x DVD ; 53 min. run. timeSubject(s): Summary: Program Highlights How regular, specific and face-to-face feedback can transform your organization. The three building blocks of the feedback-positive organization. How to redefine mistakes as learning opportunities, and find the courage to grow. As a leader, you hire for potential. Therefore, one of your core jobs is as a developer of people. A readiness to offer timely and honest feedback makes all the difference to your employees. Rather than being taken as a negative, such input shows concern for the development of each individual. This works for the management team, as well. While at times the focus needs to be on the gap between what is expected and what you are doing wrong, the best feedback focuses on the gap between what you are doing well and what you can be doing even better. David Bradford examines what it takes to have a "feedback-rich" organization, while Scott Brady provides a first-person, real-world perspective on how feedback propelled his own organization through tremendous growth.
| Item type | Current library | Call number | Status | Date due | Barcode | |
|---|---|---|---|---|---|---|
| DVD | University of Wollongong in Dubai Main Collection | 658.4092 BR BU (Browse shelf(Opens below)) | Available | T0038759 |
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| 658.4092 BO HO How great leaders think : | 658.4092 BO WO Work rules! : | 658.4092 BO WO Work rules! : | 658.4092 BR BU Building a feedback - positive organization | 658.4092 BR CO The corner office : | 658.4092 BR FI First-time leader : | 658.4092 BR RE Ready to be a thought leader? : |
1 x DVD.
Program Highlights How regular, specific and face-to-face feedback can transform your organization. The three building blocks of the feedback-positive organization. How to redefine mistakes as learning opportunities, and find the courage to grow. As a leader, you hire for potential. Therefore, one of your core jobs is as a developer of people. A readiness to offer timely and honest feedback makes all the difference to your employees. Rather than being taken as a negative, such input shows concern for the development of each individual. This works for the management team, as well. While at times the focus needs to be on the gap between what is expected and what you are doing wrong, the best feedback focuses on the gap between what you are doing well and what you can be doing even better. David Bradford examines what it takes to have a "feedback-rich" organization, while Scott Brady provides a first-person, real-world perspective on how feedback propelled his own organization through tremendous growth.
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