Podcasts about continuous feedback

In episode 125 of Cybersecurity Where You Are, Sean Atkinson is joined by Waldo Perez, Human Resources Support Specialist at the Center for Internet Security® (CIS®); and Penny Davis, Sr. Manager of Leadership Development at CIS. Together, they use the CIS Leadership Principles and other examples from CIS to understand how leadership influences and nurtures the organization's workplace culture.Here are some highlights from our episode:02:00. The human aspect in defining workplace culture03:55. How leadership principles directly shape company culture05:40. Key indicators of a strong company culture and one that can improve16:31. Examples where company culture has made an impact on a CIS employee's experience21:59. The importance of feedback in supporting positive cultural change25:41. How leadership training programs help employees to growResourcesCIS CultureEpisode 115: Continuous Feedback as CIS Employee CultureThe Envelope, Please! The CIS 2024 President's Award Goes to…Center for Internet Security Named Among 2024 Top WorkplacesIf you have some feedback or an idea for an upcoming episode of Cybersecurity Where You Are, let us know by emailing podcast@cisecurity.org.

How can you build a culture the that thrives on feedback? What advisory boards should you consider to regularly hear from students, parents, counselors, and employers? How can you move beyond listening to co-creating that builds ownership? We dive into these questions with Tom Ellett, Chief Experience Officer (CXO) at Quinnipiac University.

In episode 115 of Cybersecurity Where You Are, Sean Atkinson is joined by Carolyn Comer, Chief Human Resources Officer at the Center for Internet Security® (CIS®); Heidi Gonzalez, Sr. Employee Experience Specialist at CIS; and Jennifer Myers, Sr. Director of Learning and Development at CIS. With an in-person holiday open house and office party as their backdrop, they celebrate the continuous feedback that sustains and grows the employee culture at CIS.Here are some highlights from our episode:02:35. How the holiday open house and office party celebrate CIS employee culture04:11. How the workforce culture at CIS has changed over time07:57. What types of employee feedback CIS obtains after in-person events09:33. How in-person interactions guide a continuous learning program for CIS employees10:55. How events such as the holiday open house and office party continue to evolve16:48. Why CIS has been so successful in helping employees to navigate remote work20:04. The impact of an engaged Board of Directors on workplace culture21:40. Celebrations and upcoming plans for culture and learning at CISResourcesEpisode 83: Why Meeting in Person Matters to CIS EmployeesEpisode 58: Inside CIS's Award-Winning Workplace CultureCenter for Internet Security Named Among 2024 Best Companies to Work for in New YorkCenter for Internet Security Named Among 2024 Top WorkplacesIDEA AllianceCIS CaresEpisode 114: 3 Board Chairs Reflect on 25 Years of CommunityIf you have some feedback or an idea for an upcoming episode of Cybersecurity Where You Are, let us know by emailing podcast@cisecurity.org.

Today you are going to learn from an Award Winning event and marketing manager about Goal Setting, Sourcing, Networking and more. So excited to have Laura Woods, Event and Marketing Manager for Jamis Software join Jim Cermak, host and founder of Trade Show University for this impactful interview. ** Want More LEADS, More SALES and More PROFITS at your next Trade Show? Book a free 15-minute strategy call here: https://calendly.com/tradeshowuLaura and Jim discuss:Goal Clarity for Event Success: Like trade show exhibitors, event planners must define clear goals for each event to ensure smooth execution and meaningful outcomes. "If you don't have a clear goal, the event is not going to run smoothly."Leveraging the Power of Networking: Facilitating connections between attendees is crucial for a successful event. Woods highlights the importance of dedicated networking time, icebreaker activities, and creating an environment that encourages interaction. "That's the lifeline of events is the connections in the networking."Sourcing for Success: Woods emphasizes the need for strategic venue selection, considering factors like attendee location, accessibility, cultural relevance, and adequate space. "You need to make sure you have enough space and hotel rooms."Continuous Feedback and Improvement: Pre- and post-event surveys provide invaluable feedback for improving future events. Woods encourages event planners to be receptive to criticism and to view feedback as an opportunity for growth. "Never take anything to heart of what you get back from these surveys."Theming and Engagement: Creating a memorable event with a strong theme enhances the attendee experience. Woods shares examples of incorporating popular culture references and aligning the theme with the event's purpose.Connect with Laura:LinkedIn: https://www.linkedin.com/in/laurab90/Email: lwoods@jamis.comEmail Jim: jim@tradeshowu.bizMentioned in this episode:Subscribe to the new Trade Show University YouTube channel!Check out the new Trade Show University YouTube channel where we feature a growing number of training videos to help businesses get More Leads, More Sales and More Profits through the power of Trade Shows! Many videos are exclusive to YouTube and not found on the podcast. Visit, Subscribe and Binge! https://www.youtube.com/@tradeshowuniversity

Today's guest on What The Tech is Styx Intelligence Co-Founder Santosh Nair! Styx Intelligence is a next-generation platform helping organizations manage Digital Risk. In his role at Styx Intelligence , Santosh leads the overall product vision and long-term strategy and development of its StyxView platform. Their Mission is to protect organizations' digital assets and data with a platform that provides visibility while actually supporting remediation against threats. Their platform is also key to helping businesses manage risk associated with digital transformations across various areas including cyber, privacy, regulatory compliance, third party, and brand.Along with founding Styx Intelligence, however, Santosh has a lengthy background in the Cyber Risk space, as well as a founder building new solutions in Canada and beyond. We at Boast first met Santosh through our friends at GetFresh Ventures, and I can't wait to hear from Santosh the role that community connections can play in building great products and achieving growth. Boast AI accelerates the success of innovative businesses globally with software that integrates financial, payroll, and engineering data into a single platform of R&D intelligence. Visit Boast.ai, sign up for our Blog newsletter and follow us on LinkedIn for weekly #InnovatorsLive sessions and the latest news to fuel your growth. Intro and Outro music provided by Dennis Ma whose mixes you can find on Soundcloud at DJ DennyDex.

In this episode we explore the integration of AI in HR - that it's not just about efficiency but also about enhancing the human experience in our workplaces. From streamlining recruitment to fostering inclusion and continuous feedback, AI has the potential to elevate our roles as leaders. And I want you to listen closely to this episode. There's a little twist behind the curtain—you can't spell Stacie without AI! Stacie More episodes at StacieBaird.com.

Today I welcome Alan Paulin, the brilliant CEO of Flint, to talk all things feedback, team management, and performance reviews. We start by tackling the big one: why are annual reviews such a pain? Alan's got some strong opinions on this and shares why moving away from that outdated system can help teams hit their goals in a more aligned and efficient way.We also dig deep into tools and techniques for giving effective feedback—no more guessing games! Alan shares some great tips on how leaders can set clear expectations and create a culture where positive feedback flows regularly. Of course, giving regular feedback has its challenges, and Alan doesn't shy away from talking about the real obstacles managers face when trying to make this happen.But here's where Flint comes in as the game changer. Alan explains how Flint provides a continuous feedback loop, giving teams and leaders a tool to stay on top of performance without the dread of annual reviews. And, we also dive into a fascinating discussion on why separating performance from compensation could revolutionize the way businesses operate. Finally, Alan wraps things up with some actionable advice for all the small business owners out there looking to strengthen their leadership to build teams that thrive.What you'll hear in this episode:[2:10] The Problem with Annual Reviews[5:20] Challenges in Setting Expectations[6:35] Importance of Ownership and Behaviors[14:00] Challenges in Providing Regular Feedback[19:45] Flint: A Solution for Continuous Feedback[22:05] Decoupling Performance and Compensation[25:40] Advice for Small Business OwnersListen to Similar Episodes:How to Manage and Document Performance IssuesNavigating Layoffs, Performance, and Hiring: BTS at People PrinciplesEffective Time and Team Management for Service Based Businesses with Jordan Schanda King* Find more information about Flint on their website https://flint.cc/* Connect with Alan on LinkedIn https://www.linkedin.com/in/alanpaulin/* Connect with me on LinkedIn https://www.linkedin.com/in/jackiemkoch/* Find more information on my website peopleprinciples.co

Send us a textIn this episode of the Customer Success Playbook Podcast, hosts Roman Trebon and Kevin Metzger interview Jasmine Reynolds, a Customer Success Manager at Pluralsight, about applying Scrum methodologies to customer onboarding. Jasmine discusses how Scrum, typically associated with software development, can significantly enhance the customer onboarding experience. She outlines six key Scrum techniques that can be immediately applied to onboarding processes, including prioritized backlog, sprint-based onboarding, daily stand-ups, and continuous feedback loops. The discussion highlights the benefits of this approach, such as improved time to value, increased customer satisfaction, and stronger client relationships. Detailed AnalysisThe application of Scrum to customer onboarding represents a significant innovation in customer success practices. This approach addresses several critical challenges in traditional onboarding processes:Flexibility and Adaptability: By breaking the onboarding journey into sprints, companies can respond more quickly to changing customer needs and feedback. This agility is crucial in today's fast-paced business environment where customer requirements can shift rapidly.Cross-Functional Collaboration: The Scrum approach encourages better coordination among various teams involved in onboarding, including sales, customer success, product, and support. This holistic approach ensures that all aspects of the customer's needs are addressed cohesively.Accelerated Time to Value: By focusing on delivering value in each sprint, businesses can ensure that customers start seeing benefits from their investment much earlier in the process. This rapid demonstration of value can significantly impact customer satisfaction and long-term retention.Enhanced Customer Communication: Daily stand-ups and regular feedback sessions keep the customer closely involved in the onboarding process. This transparency builds trust and allows for immediate course corrections if needed.Measurable Progress: The sprint structure provides clear milestones and measurable progress, making it easier to track the effectiveness of the onboarding process and identify areas for improvement.Scope Management: While scope creep remains a challenge, the sprint-based approach provides a framework for managing and prioritizing additional requests without derailing the entire onboarding process.Continuous Improvement: Regular retrospectives allow teams to refine their onboarding processes continuously, leading to ongoing improvements in efficiency and effectiveness.For businesses looking to implement this approach, Jasmine recommends starting by breaking existing onboarding processes into sprints, defining clear value deliverables for each sprint, and creating a prioritized backlog. She emphasizes the importance of flexibility and setting clear expectations with customers.The potential integration of AI tools in this Scrum-based onboarding process presents an exciting opportunity for further innovation. AI could potentially assist in sprint planning, predicting potential issuPlease Like, Comment, Share and Subscribe. You can also find the CS Playbook Podcast:YouTube - @CustomerSuccessPlaybookPodcastTwitter - @CS_PlaybookYou can find Kevin at:Metzgerbusiness.com - Kevin's person web siteKevin Metzger on Linked In.You can find Roman at:Roman Trebon on Linked In.

Today, we're diving into a challenging yet crucial topic: leading someone with a victim mentality. Let's jump right in!Victim mentality is that mindset where someone feels something is always happening to them, and they can't do anything about it. Have you seen it? Someone on your team who constantly blames others for their circumstances, never taking responsibility for their actions. This kind of mentality can be absolutely toxic to team dynamics, productivity, and overall morale.Key Points from This EpisodeIdentifying Victim Mentality:Recognize the mindset where someone feels things are always happening to them, and they can't do anything about it.These individuals never take responsibility and constantly blame others.Types of Victim Mentality:Self-Pitying Victim: Always has a “woe is me” attitude.Defensive Victim: Shifts blame and becomes defensive, pointing out others' faults to deflect from their own issues.Impact on Team Dynamics:Disrupts team cohesion and productivity.Affects loyalty and respect within the team.Complicates accountability, as no one wants to work with someone who never takes responsibility.Strategies to Lead Through These Tough Conversations:Lean into Their Personality Style: Approach them in a way that suits their personality to ease the conversation.Avoid Assumptions and Accusations: Ask perspective-gaining questions instead of accusing.Tailor Your Approach: Focus on empowerment for self-pitying victims and accountability for defensive victims.Continuous Feedback and Support: Regularly check in, provide resources for personal development, and encourage a culture of responsibility and growth.Promote a Culture of Responsibility and Growth:Set clear expectations and achievable goals.Celebrate successes and proactive problem-solving.Foster a team culture where taking responsibility is valued.Episodes to Check OutFor more insights, be sure to listen to:Episode 495: Lies Victims Tell ThemselvesEpisode 276: What Makes Us Powerless and How to Stop Victim MentalityDon't miss out! This episode is packed with practical advice and strategies to transform your team dynamics and leadership approach. Make sure to tune in and take your leadership skills to the next level.Remember, effective leadership begins with understanding and action. Catch this episode and let's make some positive changes together!Email your leadership struggle or questions to podcast@chrislocurto.com - we check that email daily.

Amala runs the first secondary level programme and qualification designed with and for refugee youth. We also offer Changemaker Courses in areas such as Peace-building, Ethical Leadership, and Social Entrepreneurship. This week Kathleen and Tricia speak with a learning lead from Amala: Fatima Abualenein. Fatima helps us better understand what truly transformational learning is and what a human-centered approach to teaching can be. Connect with our special guest: https://www.linkedin.com/in/fatima-abualenein/   Learn more about Amala: https://www.amalaeducation.org/   Reach out to Tricia and Kathleen with your question: Tricia(@)shiftingschools.com

In this episode of the 'Retrospective' weekly podcast, Jeremy and Peter discuss key engineering leadership topics. Jeremy delves into his latest article on the four essential weekly ceremonies for engineering managers to ensure smooth and predictable execution. The ceremonies include the weekly kickoff, daily sync, one-on-one meetings, and the weekly review. Peter shares his recent experiment with AI-assisted coding, using ChatGPT for a Google Apps Script project, highlighting the benefits and challenges of leveraging AI in software development. Show notes: Jeremy's article on the Four Must-Have Weekly Meetings for Engineering Managers: https://www.jeremybrown.tech/the-four-must-have-weekly-meetings-for-engineering-managers/ Jeremy's earlier article about sharing at 20%: https://www.jeremybrown.tech/the-20-percent-rule/ Explainer on Task Relevant Maturity: https://getlighthouse.com/blog/management-concept/ John Cutler on Troubleshooting Status Updates: [https://cutlefish.substack.com/p/tbm-252-how-to-troubleshoot-status](https://cutlefish.substack.com/p/tbm-252-how-to-troubleshoot-status?ref=jeremybrown.tech) Peter's updates including AI-assisted coding experiences: https://peterszasz.com/week-24-2024-ai-coding-search-and-creativity/ BI dashboard and tools article Jeremy mentioned: https://briefer.cloud/blog/posts/self-serve-bi-myth/ - AI Summary “Sales pitches often oversell the idea of "self-serve dashboards," but in reality, it often falls short as non-technical users lack the context to interpret data accurately. The key to successful self-serve BI lies in technical support for business stakeholders using flexible tools that cater to their needs efficiently. Providing technical people with tools like LLMs, Python, and easy data sharing capabilities can bridge the gap between technical complexity and business user needs.” 00:00 Intros 00:37 4 Weekly Meetings for Engineering Managers 01:59 Why Work to a Weekly Cadence? 03:30 Projects and Milestones 09:03 The Weekly Team Kick-off / Planning Meeting 20:06 Daily Sync (Standup) and Team Connection 33:21 One-on-One Meetings 37:16 Monthly Career Focus and Continuous Feedback and Coaching 38:11 One-to-One Frequency 40:15 Task Relevance Maturity Framework 41:35 The Weekly Review Meeting 46:04 Stakeholder Communication and Status Updates 58:02 Retrospectives and Team Health 01:03:23 Using AI for Coding Projects 01:12:14 Wrapping up!

Doug Rabow: Continuous Feedback As A Forcing Function For Focus, and Productivity in Agile Teams Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. The Great Product Owner: Continuous Feedback As A Forcing Function For Focus, and Productivity in Agile Teams Highlighting the characteristics of an extraordinary Product Owner, Doug shows the importance of questioning, transparency, and customer collaboration in that role. This episode also shows how great Product Owners manage to maintain clarity and progress amidst project uncertainty, and offers insights into practices that promote continuous feedback and adaptive project management. The Bad Product Owner: The Perils of Isolation, A Product Owner Anti-Pattern That Derails Agile Teams Doug shares what can happen when the  Product Owner works in isolation. Doug also explains how this approach can derail team progress. Learn about the crucial role of collaboration and problem definition in the Product Owner's responsibilities.   [IMAGE HERE] Are you having trouble helping the team work well with their Product Owner? We've put together a course to help you work on the collaboration team-product owner. You can find it at bit.ly/coachyourpo. 18 modules, 8+ hours of modules with tools and techniques that you can use to help teams and PO's collaborate.   About Doug Rabow Doug is a passionate practitioner of Lean-Agile strategic management with a focus on developing empowered teams and Lean process improvement.   You can link with Doug Rabow on LinkedIn.

Performance management: Love it? Hate it? Wondering what the big deal is? It can be a real mixed bag. Maybe you skip into those meetings, giddy to shower your team members with glowing feedback and praise. Orrrrr maybe you're dragging your when the feedback is a bit more…complicated.But what if there was a way to make performance evaluations less of an emotional rollercoaster…Today's episode is all about how to shift from that dreaded annual review to continuous, two-way feedback that genuinely nurtures growth.We're talking all about: Reframing the role of a performance evaluation;The magic of continuous feedback in promoting collaboration;How to cultivate a coaching culture that meshes with your team's dynamic and your company's operations;3 practical strategies our clients have successfully implemented to keep feedback flowing smoothly, without sacrificing their unique cultures or leadership styles.And, yes, why face-to-face meetings still matter, even for remote or asynchronous teams.We're not here to convince you of the benefits of performance evaluations. We're acknowledging the nuance of not wanting to do them, and how to put mechanisms in place to make the process a more natural, productive part of your workplace.SHOW NOTES:Schedule a free consultation to learn more about The Paradigm Solution, our 90-day HR-in-a-box service: https://the-paradigm.com/contact

When Yahoo's Chief People Officer, Lisa Moore, announced that they were moving away from annual performance ratings in favor of more frequent one-on-one feedback meetings, she got a standing ovation. Get a glimpse into how and why one of the world's most recognizable brands pivoted in its approach and built a sense of trust and engagement among employees. Highlights [2:27] Strategic changes needed at Yahoo and what had to stay the same [6:10] Talent strategy that emphasizes agility and re-evaluating skills [10:22] Evaluating the existing employee population [13:36] An upskilling process that's more practical and less theoretical [17:12] Providing balanced feedback [20:30] More equitable performance rating calibration [24:13] Qualitative talent discussions [28:55] Evaluating and supporting manager performance [35:54] Pay equity [40:44] Pay gap analysis Guest Bio Lisa Moore, Chief People Officer, Yahoo Lisa Moore is the Senior Executive Vice President and Chief People Officer at Yahoo. She's a globally experienced and highly strategic HR leader with a proven track record of hiring and leading high-performing teams in the media and technology space. Links https://www.linkedin.com/in/lisa-moore-she-her-423a62a/ www.yahoo.com https://www.hrmorning.com/articles/employee-performance-review-samples/ https://www.hrmorning.com/articles/employee-development/ https://www.hrmorning.com/lp/webinars/reducing-the-stress-of-performance-reviews/ Berta Aldrich's best-selling book, Winning the Talent Shift, is available on Amazon ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://a.co/d/iS7MuPJ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ We want to hear from you. Leave a review (5-Star would be nice!) on Apple Podcasts and add your question in the comment. We read every review and use them to choose topics, guests, and interview questions for the podcast. You can also reach out at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠podcast@hrmorning.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.  If you love this show, please share your favorite episodes with colleagues and on social media. We greatly appreciate your support. Thank you for listening. Remember to subscribe and follow us so you never miss an episode!  Voices of HR is brought to you by ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRMorning.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Aujourd'hui, dans l'épisode 4/4 de la mini-série sur les cultures fortes de la Tech, j'ai le plaisir d'accueillir Nicholas Wagner, le Chief People Officer de 360 Learning. 360 Learning, c'est cette scaleup fondée en 2009 par Guillaume Alary-Raisonnier, Nick Hernandez et Sébastien Mignot qui s'est lancée à l'assaut de l'apprentissage collaboratif en entreprise. L'idée c'est de permettre à tout un chacun-e de créer du contenu et interagir avec, puis d'analyser les contenus qui gagneraient le plus à être optimisés grâce à une couche d'Intelligence Artificielle.  Après une dernière levée de 200 millions en 2021  (Sumeru, Silver Lake Waterman, SoftBank, et les historiques dont BpiFrance, XAnge, ISAI, Educapital) deux ans après une levée de 40 millions pour se lancer à la conquête des US, 360 est présente en France, aux US et aux UK. Nicholas a commencé par 10 ans en grand groupe (Alsthom, Areva, Crédit Agricole…), dont deux ans au Vietnam, avant de passer 10 ans dans des sociétés en croissance. De 100 collaborateurs à l'arrivée de Nicholas en 2019, 360 est montée à 400 actuellement, en gardant une culture extrêmement particulière. Certains décrivent la culture 360Learning comme une culture “d'introvertis dans un monde d'extravertis” : elle est désignée en interne par le terme de “Convexity”

How do you know the code you write is being used in production? Carl and Richard talk to Roni Dover about his work with Digma to help bring code utilization into your development tooling. Roni talks about the challenges of getting and using production telemetry - often, it never reaches developers. But with OpenTelemetry, there's a lot of data out there; the challenge is to present it helpfully - and that's what Digma is all about. It's still in beta, but sign up if you want to get involved!

How do you know the code you write is being used in production? Carl and Richard talk to Roni Dover about his work with Digma to help bring code utilization into your development tooling. Roni talks about the challenges of getting and using production telemetry - often, it never reaches developers. But with OpenTelemetry, there's a lot of data out there; the challenge is to present it helpfully - and that's what Digma is all about. It's still in beta, but sign up if you want to get involved!This show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/5634793/advertisement

What happens if you refer to new initiatives in scientific terms like “experiment” and “test”? That's exactly what Mark Kaestner, Ed.D., does at Ball Corporation. You'll be fascinated to learn how that approach ensures success later, when scaling the program. Mark also explains why continuous feedback is a critical piece of the process. Mark is Vice President of Talent Development, Learning and Development, People Analytics and Transformation at Ball. He has more than twenty years of executive experience in these fields with companies like Coca-Cola and Graphic Packaging. Mark finds it exhilarating to have the opportunity to impact leaders and employees through talent solutions, and you'll feel his enthusiasm come through in this conversation. You'll discover: 3 core values that drive behavior and performance at BallWhy Mark uses the words “experimenting” and “testing” with initial implementation of a new program instead of “pilot”How continuous feedback is used by managers coaching employees and by employees giving upward feedbackThe 3 power questions that managers are encouraged to ask employees in their monthly meetingsThe key lessons Mark has learned in his own growth as a leaderCheck out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedInFollow Meredith on TwitterDownload the free ebook Listen Like a Pro

Link to bioRxiv paper: http://biorxiv.org/cgi/content/short/2022.10.06.511117v1?rss=1 Authors: Hassall, C. D., Yan, Y., Hunt, L. T. Abstract: Feedback processing is commonly studied by analyzing the brain's response to discrete rather than continuous events. Such studies have led to the hypothesis that rapid phasic midbrain dopaminergic activity tracks reward prediction errors (RPEs), the effects of which are measurable at the scalp via electroencephalography (EEG). Although studies using continuous feedback are sparse, recent animal work suggests that moment-to-moment changes in reward are tracked by slowly ramping midbrain dopaminergic activity. Some have argued that these ramping signals index state values rather than RPEs. Our goal here was to develop an EEG measure of continuous feedback processing in humans, then test whether its behaviour could be accounted for by the RPE hypothesis. Participants completed a stimulus-response learning task in which a continuous reward cue gradually increased or decreased over time. A regression-based unmixing approach revealed EEG activity with a topography and timecourse consistent with the stimulus-preceding negativity (SPN), a scalp potential previously linked to reward anticipation and tonic dopamine release. Importantly, this reward-related activity depended on outcome expectancy: as predicted by the RPE hypothesis, activity for expected reward cues was reduced compared to unexpected reward cues. These results demonstrate the possibility of using human scalp-recorded potentials to track continuous feedback processing, and test candidate hypotheses of this activity. Copy rights belong to original authors. Visit the link for more info Podcast created by PaperPlayer

Nothing upsets development teams more than frantic application troubleshooting and patching overnight. Nothing upsets business people more than performance issues leading to lost revenue. Have you ever thought about why these performance issues still play around even though you conduct a thorough performance test once at the initial stage? Have you ever thought you missed the most important standard in performance testing? The solution is simple and straightforward! If you want to be sure you follow the right norm, don't miss this episode! Host: Chamal Perera, Senior QA Lead, 99x Speakers: Pavithra Gunawardhana, QA Lead , 99x Sohan De Silva, Senior QA Engineer, 99x

Evo Nordics #265 - Designing Your Product's Continuous Feedback Loop by The Evolution Exchange Podcast Nordics

https://fellow.app/supermanagers/bilal-aijazi-polly-why-creating-systems-of-continuous-feedback-is-a-requirement-to-scale/ In order to have a positive and productive workplace, there should be a culture of continuous feedback and engagement. Bilal Aijazi is the CEO and Co-Founder of Polly, an app that captures instant feedback. On episode 113, Bilal shares the importance of feedback in a remote world and why it is a requirement in order to scale a company. He also shares what doorknob questions are and why managers need to really listen to them. We talked about engagement versus collaboration, staying connected in a virtual world, and hiring remote workers. Tune in to hear all about Bilal's leadership journey and the lessons learned along the way!

Roni Dover, founder of [Digma.ai](https://digma.ai), joins Jess to chat about continuous feedback and what's missing in every DevOps loop.

Roni Dover, founder of [Digma.ai](https://digma.ai), joins Jess to chat about continuous feedback and what's missing in every DevOps loop.

“Sales is a constantly evolving game.” In this episode, Matt is joined by Vice President of GTM strategy at Greaser Consulting, Erika Davis. Erika discusses the surprises of her career in sales, highlighting key aspects of sales leadership and healthy company dynamics. Also delving into the importance of both continuous feedback in sales and understanding oneʼs preferred work flow, this isn't one to miss for those wanting to improve their sales leadership skills.

Sharing feedback with an employee isn't always everyone's favorite task, especially if that feedback happens to be less than stellar. As many of us move into full-time hybrid roles and the war for talent rages on, it's more important than ever to ensure teams are operating on a solid foundation of trust, respect and mutual understanding. In this episode of New World of Work, Rhys sits down with Shelby Wolpa, the founder of Shelby Wolpa Consulting, for a discussion on how people operations leaders can build a culture of continuous feedback to ensure employees remain fulfilled and satisfied in their roles, while performance issues are addressed quickly and smoothly. With over 15 years of experience in people operations, leading the charge at companies like InVision and InstaCart, Shelby now advises top CEOs, people leaders and venture capital firms to help them in their journey towards becoming people-first organizations. During the episode, Shelby shares her tips and proven strategies for cultivating an environment of continuous feedback at work.

Harrison Kim interviews Kay Nadel on implementing continuous feedback.1) What are some of the benefits of implementing continuous feedback in an organization?2) How can organizations implement continuous feedback? 3) What are some of the challenges of implementing continuous feedback?4) Do you think feedback should be purely development (i.e., "not on the record") or do you think feedback should always be a part of your evaluative review process? Does it depend on the organization?5) How can organizations minimize biases in feedback?Find Kay on LinkedIn!Find Harrison Kim at Pavestep at harrison.kim@pavestep.com. To be featured on Working with People by Pavestep, email Riley Steinbach at Riley.steinbach@pavestep.com. Recorded September 2021Support the show (http://www.pavestep.com/podcast)

On this episode of the Raving Patients Podcast, Len sits down with Robert Elliot to discuss how strong and positive team morale is never a luxury item. It is always essential!  Dental practices that can sustain high team morale while COVID disrupts their business, will be better off than those who watch it vanish! In today's practice environment, if you take care of your team and patients, they will take care of you. Takeaways from this episode include:  Open (and scheduled) Communication with the team Continuous Feedback from patients and your team Rewarding your team Unprecedented flexibility      Dr. Elliott is from Louisville, Kentucky where he graduated from the University Of Louisville School Of Dentistry.  His pediatric dental residency was completed at the UNC School of Dentistry and UNC Memorial Hospital in Chapel Hill.    Dr. Elliott is a Diplomate of the American Board of Pediatric Dentistry and is an Adjunct Clinical Professor at both the University of North Carolina and University of Louisville Schools of Dentistry.     Dr. Elliott lectures throughout the year to other dentists, specialists, dental team members and residents. In his “not so much free time”, he has founded his own pediatric dental consulting business, Pedo Springboard, Inc. to help residents and pediatric dentists successfully start their own practice. He also has co-founded a second consulting business, Pediatric Dental Directions, to help private practitioners establish legacy leadership and a positive work culture.     He works with his best friend & partner and 13 rockstar TEAM members and has been in private practice for 22 years in Cary, NC.

Feedback shouldn't be delivered only when things go sideways. It also shouldn't be delivered only once a year during a performance review. When leaders effectively give continuous feedback, they build a culture of continual growth and development toward critical business strategy. Leaders can also build skills and optimize motivation when delivering consistent feedback to the people they are influencing toward common goals. In this episode of the Leadership Genius podcast, we take explore the concept of Continuous Feedback, through the recent eBook, The Leaders Formula for Turning Strategy Into Action, we wrote for Inspire Software. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/jason-diamond-arnold/message

Paris Petgrave, Founder & CEO of We Love Work and Investment company Rare Seed Capital joins me to speak about the importance of employee feedback and why prevention is always better than strategic responses. We Love Work is a data intelligence platform that helps companies build happier, more inclusive places to work. In this episode, Paris shares her career journey from acting to entrepreneurship, lessons she has learnt along the way, the importance of financial wellbeing and how she turned her passion for people into a successful business model. Host: Izzy Bishop Guest: Paris Petgrave * Websites: Wiser: www.wearewiser.com We Love Work: https://www.welovework.com/

 In HRchat episode 313, we delve into ways to influence leadership behaviors in order to drive organizational outcomes with continuous feedback. Listen as we also consider how to better measure behaviors to create a corporate culture of feedback and accountability. Bill Banham's guest this time is Alexander Schwall, Ph.D., Co-Founder and Chief Science Officer at Rhabit Analytics.Alexander holds a PhD from Pennsylvania State University. Before founding Rhabit, he worked in HR consulting, where he gained a profound understanding of the needs and expectations of Talent Leaders. He also worked in Research & Development, developing products that are scientifically sound while delivering an excellent experience to employees and HR users alike. He now uses his expertise in Industrial/Organizational Psychology to ensure that Rhabit uses sound measurement and solidly rests on scientific principles. His motivation is to deliver meaningful and valid data.Alexander also guides all product implementation with Rhabit's clients and consults them on how to analyze, understand, and use their Rhabit data.

Harrison interview Megan Bickle about implementing continuous feedback in an organization.1. Why is continuous feedback so important for employee performance? 2. How can organizations implement continuous feedback and performance check-ins into their regular process? 3. How do you create this habit successfully? 4. What are some tips you can provide leaders on how to deliver continuous feedback that is both meaningful and effective?Find  Megan Bickle on LinkedIn.  Find Harrison Kim at Pavestep (pavestep.com) at harrison.kim@pavestep.com.To be featured on Working with People by Pavestep, email Chiara Toselli at chiara.toselli@pavestep.com.Recorded April 2021.Support the show (http://www.pavestep.com/podcast)

In today's episode of Giant Talk host Jenny is joined by Harrison Kim of Pavestep to talk about all the importance of continuous feedback, especially when it comes to performance management and OKR success.  Enjoy the episode!    The OKR Professionals' Community - Bringing together like minded OKR professionals to share and learn from each other, and work to raise the bar of global OKR practice. Learn more.

In this episode, we talk with Dr. RANDY ROSS, a keynote speaker, a bestselling author, a former Chief People Officer and currently the CEO of Remarkable!  THOUGHT #1Aggressively seek continuous feedbackTHOUGHT #2The difference between successful people and really successful people is that really successful people say no to almost everything. - Warren BuffettCONNECT:Website: DrRandyRoss.comWebsite: Remarkable!Book: Relationomics: Business Powered by RelationshipsBook: Remarkable!: Maximizing Results through Value CreationTwitter: @DrRandyRossLinkdIn: Dr. Randy RossBRAND & RESOURCE MENTIONS:GE - GE.comCox Communications - Cox.comCompass Group - Compass-Group.comChick-Fil-A - Chick-Fil-A.comKeller Williams - KW.comInternational Hotel Group - IHG.comAngela Raub - Leadercast.com360 Review - WikipediaWarren Buffett - WikipediaAC/DC - ACDC.comDon Yaeger - DonYaeger.comCoach Wooden - CoachWooden.com"The One Thing" - Gary Keller - The1Thing.comTiger Woods - TigerWoods.comAlan Stein Jr - AlanSteinJr.comKobe Bryant - WikipediaJohnny Manziel - WikipediaFrank & Ernest - FrankAndErnest.comCHART -  Chart.orgHard Rock International – HardRock.comThoughts That Rock – ThoughtsThatRock.comBig Kettle Drum - BigKettleDrum.comBlack Sheep: Unleash the Extraordinary, Awe-Inspiring, Undiscovered You (Brant Menswar) - FindYourBlackSheep.comRock ‘n Roll With It: Overcoming the Challenge of Change (Brant Menswar) – RocknRollWithIt.comCulture That Rocks: How to Revolutionize Your Company’s Culture (Jim Knight) – CultureThatRocks.comCannonball Kids’ cancer – CannonballKidscancer.orgKeppler Speakers - KepplerSpeakers.comCertified Rock Star - CertifiedRockStar.comSpectacle Photography (Show/Website Photos) – SpectaclePhoto.comJeffrey Todd “JT” Keel (Show Music) - JT KeelRANDY ROSS' BIO:Dr. Randy Ross is a compelling communicator, craftsman of culture and bestselling author of multiple books, including his latest book entitled, Relationomics: Business Powered by Relationships.Working with brands like GE Appliances, Cox Communications, Compass Group, Chick-fil-A, Keller Williams and the Intercontinental Hotel Group, he has inspired and enabled countless people to find new passion and purpose in their work, work better together in teams and have greater influence and impact.When people like what they do, they do it better. When people like those they do it with, they work better together. When they like the impact they are having, they find meaning and fulfillment in what they do. Dr. Ross helps them find what they really like, while building healthier relationships and pursuing a passion beyond self.As the CEO of Remarkable and a former Chief People Officer, Dr. Randy Ross utilizes his experience to engage audiences worldwide with his keen insight and contagious humor. He is a messenger of practical wisdom and needed hope, untangling the biggest challenges facing today’s business leader, tomorrow’s workforce and the future marketplace. He lives with his wife, LuAnne, and four children in Atlanta, Georgia.

It's essential to address the void of interpersonal feedback that employees will start to feel, as they would now be isolated from fellow colleagues and working virtually.

Ein Team sollte lediglich so viele Personen beinhalten, dass alle von zwei Pizzen satt werden – so sagt es Jeff Bezos, CEO von Amazon, jedenfalls über die ideale Anzahl involvierter Personen in einem Meeting. Die direkte Konsequenz aus dieser Faustregel besteht aus gesteigerter Effizienz und lässt sich in der agilen Softwareentwicklung auf die Größe eines Teams übertragen. Durch die Möglichkeit, Entwicklerteams auf wenige, dafür aber wirksame Köpfe zu skalieren, werden Kommunikationswege kürzer und Verantwortungen gleichmäßig aufgeteilt. In Folge 53 geben wir Lösungsansätze zu üblichen Problemen in Skalierprozessen von Entwicklerteams. Wie kann man vermeiden, dass neue Mitarbeiter keinen Mehrwert bringen, ein Team zu schnell wächst oder Code und Kommunikation zu wünschen übrig lassen? Wir schildern unsere Erfahrungen in der Teamarbeit und erzählen, wie unser Weg hin zu einer agilen Arbeitsweise verlief, die von den größten Vorteilen von Scrum zehrt. Außerdem beschreiben wir, worauf wir bei Bewerbern und neuen Kollegen achten, wie ein umfangreiches Onboarding abläuft und wie wir unser Bestreben zu einer Clean-Code-Base umsetzen. Diese Folge hält auch den ein oder anderen Rat zur Weiterentwicklung der eigenen Fähigkeiten bereit und bietet Futter für Berufsneulinge, Teamplayer und Projektmanager! Timecodes: (01:13) Was sind die größten Probleme mit wachsenden Teams? (05:00) Wie stellt man ein perfektes Team zusammen? (08:37) Was sollten neue Teammitglieder mitbringen? (13:50) Fehler in der Teamzusammenstellung korrigieren (18:00) Größe eines Teams und die “Zwei-Pizza-Regel” (22:37) Teamkonstellationen und Scrum-Prozesse (24:08) Onboarding und Integration eines neuen Teammitglieds (31:10) Änderung der Teamkonstellation (34:09) Einflussnahme der Entwickler auf Human Relations (36:27) Continuous Feedback (38:51) Development-Prozesse und Task-Management (41:05) Codebase und Wissensaustausch (48:30) Remote Work (51:55) Picks of the Day Picks of the Day Sebi: Hilfeseite für Seitenverhältnisse in CSS Fabi: Calibre App – eBook-Management-App zum Übertragen von Dokumenten auf Kindle Jojo: Capacitor Ionic Framework – Bridge zwischen Web- und nativen Apps. Ohne UI, aber Ermöglichung ganz einfachen Zugriffs auf Funktionalitäten wie Push-Notifications, Statusbar, Kamerazugriff usw. Schreibt uns! Schickt uns eure Themenwünsche und euer Feedback. podcast@programmier.bar Folgt uns! Bleibt auf dem Laufenden über zukünftige Folgen und Meetups und beteiligt euch an Community-Diskussionen. Twitter Instagram Facebook Besucht uns! Erfahrt hier, wann das nächste Meetup in unserem Office in Bad Nauheim stattfindet. Meetup Musik: Hanimo 

In episode 197 I discuss the principle of deliberate practice and how important feedback is to our success.

Looking at Continuous Feedback Technology through the lens of HR Technology.  How realistic is it for a business to deploy this kind of feedback loop, what does the technology look like to support it, and what does the data tell us about the model's effectiveness?

Sachin Rekhi, Ex-Product Head, Linkedin on Continuous Feedback loop, Understanding User Physchology, etc

You just have to accept it. The hackers are going to get in. The question is, what are you going to do once they are in? In preparation for Sam Guckenheimer's session at Rugged DevOps, RSA Conference 2016, I spoke with Sam about his work at Microsoft and how his team is working on Security War Games to keep things in check. About Sam Guckenheimer Sam Guckenheimer is Product Owner for the Microsoft Visual Studio Cloud Services, including VS Team Services and Team Foundation Server. He focuses on DevOps, Agile and Application LifeCycle Management (ALM). His most recent talk: From Box to Cloud at Gartner AADI 2015 is available at https://gartner.mediasite.com/Mediasite/Play/a246d6f2d86f47dab8fc4ee49887b5f81d. Sam is the author of three books, most recently Visual Studio Team Foundation Server 2012: Adopting Agile Software Practices: From Backlog to Continuous Feedback. Prior to joining Microsoft in 2003, Sam was Director of Product Line Strategy at Rational Software Corporation, now the Rational Division of IBM. Sam lives in the Seattle area with his wife and three children in a sustainable house they built that has been described in articles in Metropolitan Home and Pacific Northwest magazine.

Maurits Kaptein explores how various online persuasion strategies influence different people.

Maurits Kaptein explores how various online persuasion strategies influence different people.

While you're working hard with today's technologies, you need to stay abreast of tomorrow's innovations. On this episode of the AlignIT Manager Tech Talk, Ruth Morton and Jonathan Rozenblit chat with Sam Guckenheimer, the man who wrote the book on Agile and Visual Studio, about how development teams can optimize Application Lifecycle Management, utilize advanced methods to deliver higher-value software faster, and systematically eliminate waste and inefficiency throughout the entire development lifecycle.The discussion centers around around concepts discussed in Sam's latest book, Agile Software Engineering with Visual Studio: From Concept to Continuous Feedback including, but not limited to:Empowering and engaging multidisciplinary self-managing teams Overcoming causes of software waste, missed schedules, and poor quality Reengineering development to remove overhead: make individuals more productive and empower high-performance teams Featured Guest: Sam GuckenheimerSam has 28 years of experience as an architect, developer, tester, product manager, project manager, and general manager in the software industry in the US and Europe. Currently, Sam is the Group Product Planner for Microsoft Visual Studio. In this capacity, he acts as chief customer advocate, responsible for the end-to-end external design of the next releases of Visual Studio. Prior to joining Microsoft in 2003, Sam was Director of Product Line Strategy at Rational Software Corporation, now the Rational Division of IBM. He holds five patents on software lifecycle tools. A frequent speaker at industry conferences, Sam has guest lectured at Florida Tech, MIT, Harvard, and Yale. Sam is a Phi Beta Kappa graduate of Harvard University.AlignIT Manager Tech Talk PodcastThis episode is also available as a podcast.Listen Now | Download as MP3Want more IT manager audio podcasts? Subscribe to the Align IT: IT Manager Podcast Series >>ResourcesALM Webcast Series: Microsoft invites you to participate in a five part webcast series designed to help you explore opportunities to minimize development costs within tight timelines while remaining agile throughout software development and test cycles. Managing Complexity with Process, People, and Tools: Development teams are constantly challenged to deliver highly secure, quality software in an environment of growing business demand and quick time-to-market. Development managers are taking a more holistic approach to software development to help create an efficient and effective development process. Delivering High Quality Software Through Agile: Delivering high quality software is a risky undertaking. Development and Quality Assurance managers are in a tight partnership over the war against software bugs. Software quality issues not only delay the time to market for a solution while increasing costs, but they also delay the subsequent benefits to the business. Unify Your ALM Platform: A shared collaboration infrastructure based on Visual Studio Team Foundation Server can help teams break down barriers and deliver value to the customer while leveraging earlier tool investments. Magic Quadrant for Integrated Software Quality Suites: See why Microsoft and its application lifecycle management platform are viewed as "Visionary" in this Gartner report. About AlignIT Manager Tech TalkThe AlignIT Manager Talk is a monthly live streamed video series hosted by Ruth Morton (LinkedIn) and Jonathan Rozenblit (LinkedIn). Each Tech Talk episode airs on the 2nd Thursday of the month from 12:00pm to 12:30pm EST. The show focuses on a range of topics for both infrastructure and development managers and is interactive, taking questions via a live chat and providing answers on air.About AlignITThe Align IT program is dedicated to keeping IT leaders informed about what really matters in business and technology. We do that through in-person events, web casts, our blog and of course, this Manager Tech Talk series. You can find more information about the Align IT program at www.alignit.ca.Comments, suggestions and ideas for future topics can be left below as a comment or emailed directly to the Align IT program feedback alias at alignit@microsoft.com. 

While you're working hard with today's technologies, you need to stay abreast of tomorrow's innovations. In this episode of the AlignIT Manager Tech Talk, Ruth Morton and Jonathan Rozenblit chat with Sam Guckenheimer, the man who wrote the book on Agile and Visual Studio, about how development teams can optimize Application Lifecycle Management, utilize advanced methods to deliver higher-value software faster, and systematically eliminate waste and inefficiency throughout the entire development lifecycle.They discuss the concepts in Sam's latest book, Agile Software Engineering with Visual Studio: From Concept to Continuous Feedback including, but not limited to:Empowering and engaging multidisciplinary self-managing teams Overcoming causes of software waste, missed schedules, and poor quality Reengineering development to remove overhead: make individuals more productive and empower high-performance teams Featured Guest: Sam GuckenheimerSam has 28 years of experience as an architect, developer, tester, product manager, project manager, and general manager in the software industry in the US and Europe. Currently, Sam is the Group Product Planner for Microsoft Visual Studio. In this capacity, he acts as chief customer advocate, responsible for the end-to-end external design of the next releases of Visual Studio. Prior to joining Microsoft in 2003, Sam was Director of Product Line Strategy at Rational Software Corporation, now the Rational Division of IBM. He holds five patents on software lifecycle tools. A frequent speaker at industry conferences, Sam has guest lectured at Florida Tech, MIT, Harvard, and Yale. Sam is a Phi Beta Kappa graduate of Harvard University.AlignIT Manager Tech Talk PodcastThis episode is also available as a podcast.Listen Now | Download as MP3Want more IT manager audio podcasts? Subscribe to the Align IT: IT Manager Podcast Series >>ResourcesALM Webcast Series: Microsoft invites you to participate in a five part webcast series designed to help you explore opportunities to minimize development costs within tight timelines while remaining agile throughout software development and test cycles. Managing Complexity with Process, People, and Tools: Development teams are constantly challenged to deliver highly secure, quality software in an environment of growing business demand and quick time-to-market. Development managers are taking a more holistic approach to software development to help create an efficient and effective development process. Delivering High Quality Software Through Agile: Delivering high quality software is a risky undertaking. Development and Quality Assurance managers are in a tight partnership over the war against software bugs. Software quality issues not only delay the time to market for a solution while increasing costs, but they also delay the subsequent benefits to the business. Unify Your ALM Platform: A shared collaboration infrastructure based on Visual Studio Team Foundation Server can help teams break down barriers and deliver value to the customer while leveraging earlier tool investments. Magic Quadrant for Integrated Software Quality Suites: See why Microsoft and its application lifecycle management platform are viewed as "Visionary" in this Gartner report. About AlignIT Manager Tech TalkThe AlignIT Manager Talk is a monthly live streamed video series hosted by Ruth Morton (LinkedIn) and Jonathan Rozenblit (LinkedIn). Each Tech Talk episode airs on the 2nd Thursday of the month from 12:00pm to 12:30pm EST. The show focuses on a range of topics for both infrastructure and development managers and is interactive, taking questions via a live chat and providing answers on air.About AlignITThe Align IT program is dedicated to keeping IT leaders informed about what really matters in business and technology. We do that through in-person events, web casts, our blog and of course, this Manager Tech Talk series. You can find more information about the Align IT program at www.alignit.ca.Comments, suggestions and ideas for future topics can be left below as a comment or emailed directly to the Align IT program feedback alias at alignit@microsoft.com.