Podcasts about Feedforward

Gör det lättare att utvecklas, flytta fokus framåt!Feedforward är en metod för att ge framtidsinriktad feedback. Istället för att fokusera på vad som gick fel i det förflutna, handlar feedforward om hur man kan förbättra och utvecklas framåt.Konceptet har populariserats av Marshall Goldsmith, en av världens mest kända ledarskapscoacher, som insåg att traditionell feedback ofta leder till försvarsmekanismer och negativa reaktioner. Feedforward syftar därför till att skapa en positiv och lösningsfokuserad dialog.Varför Feedforward?Många organisationer och ledare vill skapa en feedback-kultur, men upplever att det är svårt att få det att fungera. Här är några vanliga utmaningar med feedback:Feedback kan kännas obekvämt att både ge och ta emot.Positiv feedback glöms ofta bort, medan negativ feedback kan skapa rädsla och osäkerhet.Feedback upplevs ibland som en bedömning snarare än utveckling.Genom att istället arbeta med feedforward kan organisationer skapa ett mer lättsamt, motiverande och utvecklande samtalsklimat.Fördelar med FeedforwardFramtidsorienterat – Fokuserar på förbättringsmöjligheter istället för att analysera misstag.Positivt och konstruktivt – Skapar en uppmuntrande kultur där medarbetare vågar utvecklas.Handlingsinriktat – Ger konkreta tips på vad som kan göras bättre nästa gång.Minskar motstånd och försvar – Upplevs som en hjälp snarare än kritik.Feedforward och arbetsmiljöAtt arbeta med feedforward ligger i linje med ett hälsosamt arbetsklimatoch en positiv organisationskultur. Det har en stark koppling till det salutogena perspektivet, där man fokuserar på det som fungerar och bygger vidare på det.Mer om feedforward finns i min bok Kasam på jobbet Hosted on Acast. See acast.com/privacy for more information.

BONUS: A Coaching Masterclass - How Our Language Affects Our Leadership Style, And The Culture We Create, With Michelle Pauk and Victor Pena In this BONUS episode, Victor Pena and Michelle Pauk dive deep into the power of language in shaping our work as leaders, Agile Coaches, and Scrum Masters. Together, we explore how the words we use influence relationships, decisions, and the success of Agile practices. From navigating the ambiguity of language to fostering effective communication, this episode provides actionable insights to help you thrive in a constantly changing workplace. Language as a Culture Carrier “Language is how we carry culture, but without clarity, it can lead to misalignment and conflict.” Victor and Michelle discuss how language reflects and shapes workplace culture. Misaligned terminology—like “servant leader”—can create tension between teams and executives. They highlight the importance of achieving shared understanding and the role of language in fostering trust and collaboration. “Start by asking what others mean by key words—it's the first step toward alignment.” Feedforward vs. Feedback “Feedback gets us stuck in the past, while feedforward builds a path to a better future.” Drawing inspiration from Marshall Goldsmith, we discuss how focusing on future-oriented improvement (feedforward) avoids the blame game and builds positive momentum. As Agile practitioners, shifting from root cause analysis to solution-focused coaching allows teams to move forward effectively. “Ask yourself, what can we do better tomorrow instead of dwelling on what went wrong yesterday?” The Ambiguity of Language in Collaboration “Words mean different things to different people—be curious about how others see the world.” Victor and Michelle unpack how language ambiguity impacts communication and decision-making. They emphasize the need to explore the assumptions behind others' words and how Agile principles like #NoEstimates challenge traditional views on planning and work management. “When you encounter a term that seems obvious, ask: What does this mean to you?” Semiotics and the Language of Work “Symbols are the silent drivers of collaboration.” Semiotics, the study of symbols, plays a vital role in Agile practices like visual management. From story cards to team boards, symbols help teams communicate and navigate their work. The duo discusses how the language of Agile evolves through symbols and how to introduce these effectively in organizations. “Create visual symbols that align with your team's values—they'll anchor your collaboration.” Beyond the “Agile is Dead” Debate, Raising The Bar Of Our Shared Conversation “What's trying to come forward in the evolution of Agile?” While some criticize Agile as outdated, Victor and Michelle argue that its core principles—delivering value faster and improving quality—remain timeless. They explore how Agile can evolve to meet current challenges while retaining its essence. “Instead of asking if Agile is dead, ask what the next evolution looks like.” About Victor Pena and Michelle Pauk Victor Pena is an Agile Coach dedicated to helping organizations achieve business agility. With a focus on innovation, collaboration, and delivering great customer value, Victor transforms practices to ensure long-term success in a dynamic environment. You can link with Victor Pena on LinkedIn and connect with him via email at victor@vpena.com. Michelle Pauk is the founder of Streamside Coaching, helping leaders and organizations thrive through change. With over 15 years of experience in Agile environments and certifications from the International Coaching Federation, Michelle specializes in leadership development and organizational growth. You can link with Michelle Pauk on LinkedIn and connect with her at StreamsideCoaching.com.

BONUS: Marshall Goldsmith on Leadership, AI, and Coaching for the Future In this BONUS episode, Dr. Marshall Goldsmith, the world-renowned leadership coach and bestselling author, shares transformative insights into leadership, coaching, and how AI is reshaping the future of these fields. With over 3 million books sold and recognition as the #1 leadership thinker globally, Marshall takes us on a journey through his career, his new AI project, and practical lessons for leaders at all levels. From Situational Leadership to Coaching Titans Marshall shares the pivotal moments that launched his career in leadership coaching. From collaborating with Paul Hersey on Situational Leadership to developing his revolutionary coaching model, Marshall shares how aligning his methods with results-driven outcomes has shaped his approach. “I always get paid after the results. This keeps the focus where it belongs—on the client's success, not mine.” Counterintuitive Lessons in Leadership Winning too much, overcompetitiveness, and making coaching about the leader instead of the team—Marshall uncovers the surprising obstacles that hold even top leaders back. He highlights the importance of working with great people and the discipline to focus on their growth over personal validation. And Marshall shares an insight that is critical for Scrum Masters: “Leadership isn't about proving yourself; it's about helping others succeed.” Coaching Global Leaders: The Process Having coached CEOs of companies like Pfizer, Ford, and Walmart, as well as global influencers, Marshall dives into his coaching process. He explains the importance of courage, humility, and discipline and introduces how his new AI bot enhances his coaching framework with over 3 million words of distilled leadership wisdom. “Great coaching starts with great clients. My process is about helping them achieve their potential, not mine.” The Birth of MarshallGoldsmith.AI Marshall's desire to give back led to the creation of MarshallGoldsmith.AI, a free tool designed to democratize access to leadership wisdom. We explore how the bot leverages AI for knowledge-sharing, its inherent biases, and how it's being used in real coaching scenarios. “My goal is simple: help as many people as possible by sharing everything I've learned.” How AI Will Revolutionize Leadership Looking forward, Marshall shares his vision for how AI will reshape learning and coaching. He believes AI will accelerate knowledge sharing, making insights immediately accessible and creating new opportunities for thought leaders to amplify their impact. “The future of coaching lies in immediate access to transformative ideas—AI makes this possible.” Lessons for Scrum Masters MarshallGoldsmith.AI even has advice for Agile practitioners! When asked about lessons for Scrum Masters, the bot highlighted three key principles: focus on collaboration, prioritize feedback without judgment, and build team resilience. “Listen, thank people, don't judge, and focus on actionable steps forward.” Parting Words of Advice Marshall leaves us with a timeless reflection: “Imagine you're near the end of your life and can offer one piece of advice to your younger self. What would it be? Live that advice today.” About Dr. Marshall Goldsmith Dr. Marshall Goldsmith is a #1 New York Times bestselling author, whose books have sold over 3 million copies worldwide. Ranked as the #1 leadership thinker by Thinkers50 and the #1 executive coach in the world for over a decade, Marshall has coached top leaders, including CEOs of global corporations, world leaders, and visionary thinkers. In addition to his coaching work, Marshall is pioneering the integration of AI in leadership with MarshallGoldsmith.AI, a free tool to democratize access to his decades of expertise. You can link with Dr. Marshall Goldsmith on LinkedIn and connect with him on Twitter.

On episode thirty-six of Mindful Warrior Radio, I host Susan Leger Ferraro, a visionary social entrepreneur and the founder of five multimillion-dollar organizations. Her groundbreaking work is dedicated to transforming workforce education and driving meaningful social impact. With over 45 years of experience and an unwavering commitment to youth activism, Susan offers invaluable insights into addressing today's global challenges. Her pioneering ideas continue to inspire innovation, growth, and positive change across industries. In her latest book, SuperLoop, Susan presents a transformative roadmap for revolutionizing work, leadership, and personal growth. By seamlessly integrating self-awareness with organizational success, she equips individuals and teams with actionable tools to thrive. During the interview, Susan reflects on our collective desire to make an impact. She says, “I believe there is a deep yearning within humanity to be fully self-expressed—each and every one of us. And I think that is exactly what the world is being called to embrace right now.” Explaining the philosophy behind SuperLoop, she elaborates, “Beliefs shape our biology, which in turn influences our behavior, creating a self-reinforcing cycle. If we don't interrupt this process, it continues endlessly, perpetuating itself.” Regarding the dynamics of SuperLoop, she adds,“What SuperLoop does is help us recognize that, by default or design, these elements are either happening to us, or we are taking the lead and making them happen. In other words, you're either actively using your SuperLoop, or it's using you.” Susan also addresses the stigma surrounding feedback in organizational settings, “When humans—especially those working in organizations—hear the term ‘feedback,' they often experience a cortisol rush because we've been conditioned to associate it with something negative. While many of us have experienced feedback that elevated us to a new level, the majority of our relationship with feedback is negative. To shift this perspective, we coined a new term: ‘Feedforward.'” Download a free chapter of SuperLoop at Superloopststems.com. To learn more about Mindful Warrior and Mindful Warrior Radio, follow us on Instagram @therealmindfulwarrior or visit www.mindfulwarrior.com.

Mindfulness can transform your communication and your career.When we react, our instincts and impulses are in the driver's seat. But when we take the time to reflect, that's when Marshall Goldsmith says we take back control of how we respond.“​​​​Before speaking at work, breathe,” Goldsmith says. “Is my comment going to improve this other human being's commitment? At home, breathe. Is my comment going to improve this relationship with someone I love? If the answer is no, why am I saying it?”As a world-renowned executive coach, speaker, and best-selling author, Goldsmith teaches how a mindful approach can change how we relate to others, to ourselves, and even to our career goals and ambitions. Through reflection, we identify our values, which we can use to live what Goldsmith calls an “earned life — when the choices, risks, and effort we make in each moment align with an overarching purpose in our lives.”In this episode of Think Fast, Talk Smart, Goldsmith joins host Matt Abrahams to explore practical strategies for bettering our interactions with others and ourselves, from his “feed forward” method for giving and receiving constructive critique to his "daily questions" practice, which prompts reflective self-inquiry to keep us focused on what truly matters.Episode Reference Links:Marshall GoldsmithMarshall's Books: What Got Here Won't Get You There / Triggers Ep.138 Speak Your Truth: Why Authenticity Leads to Better CommunicationConnect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:35) - Key Communication Advice (02:17) - An Earned Life (04:14) - Transition to Leadership (05:45) - Breathe Before Speaking (07:00) - Feedforward vs. Feedback (08:00) - Managing Triggers (09:51) - Daily Success Checklist (12:29) - Using AI for Coaching (13:58) - Influencing Up Leadership (15:33) - The Final Three Questions (18:28) - Conclusion

What if listening could change everything? This raw and captivating episode with guest Avi Kluger reveals how listening and the “space between” people can unlock new ways of seeing, feeling and transforming, and profoundly reshape how we lead, connect and grow.  A pioneering researcher in feedback and organizational behavior, Avi shares his personal journey to understand the power of listening and its potential to unlock unexpected depths in ourselves and others. Beyond theory, he shows us the real-world stakes of genuine human connection. In a world where productivity often overshadows humanity, this conversation is a call to reimagine our workspaces and relationships as places of connection, resilience and hope.  Watch this episode on YouTube. Key Topics 02:56 A Personal Journey: Growing Through Feedback Avi reflects on his early life and how the intense feedback he received from his father shaped his career and lifelong dedication to understanding the impact of feedback. 08:06 Limitations of Traditional Psychology and Statistics in Understanding Interpersonal Dynamics Avi discusses how his personal experiences led him to realize the limitations of traditional psychology and statistics in understanding interpersonal dynamics. 13:54 Creating Space for Change: Transformation Through Connection Heidi and Avi discuss the “invisible space” between people during meaningful interaction—a dynamic that invites growth, fosters transformation, and becomes a unique shared experience. 22:43 The “Togetherness” That Opens Us Avi introduces concepts like “positivity resonance” and “togetherness,” suggesting that growth occurs in a mutual space of connection, though such intimacy can be short-lived. 28:13 Feedforward vs. Feedback: A New Approach to Growth Avi describes “feedforward” as a process focused on growth and exploration rather than judgment, contrasting it with traditional feedback that often triggers defensiveness. 33:42 Listening as Developmental: The Art of Being Present Exploring methods for effective listening, Avi highlights the importance of being present and co-exploring with the other person, using specific questioning techniques to guide them in self-discovery. Additional Resources  The Power of Listening in Helping People Change, Harvard Business Review Positive feedback: the science of feedback that actually works, Financial Times Listening, Not Feedback: A Powerful Way to Improve Well-Being and Performance, EdWeek

How do the very best leaders cultivate team confidence? In this interview, I speak with leadership expert Glain Roberts-McCabe about the role leaders play in building confident and empowered teams.Tune in to explore:- The main factors that contribute to team confidence- Tactics you can use to foster a resilient and cohesive team culture- The difficulties in balancing team output with team moraleThis is an insightful conversation for leaders of all kinds who want to give their teams the best possible chance of success and fulfilment.  Click here to check the full show notes.

Spotkania z naszymi słuchaczami to zawsze świetna okazja do tego, żeby usłyszeć ciekawe pytania i dzięki temu poznać nowe perspektywy. Tak też stało się tym razem - w czasie warsztatu, który prowadziliśmy, jeden z uczestników zadał nam pytanie: "ile razy muszę udzielić mojemu podwładnemu informacji zwrotnej, aby przyszedł czas na działania korygujące?" To jest bardzo ciekawe pytanie - domyślnie udzielamy informacji zwrotnej, ale nie zawsze idzie za tym korekta postępowania. Czy od razu powinniśmy planować poprawę, czy może powinniśmy dać odbiorcy naszego komunikatu szansę na wymyślenie samemu, co powinien zrobić dalej? Ewentualnie, jeżeli nie przyniesie to skutku - dopiero za kolejnym razem wdrożyć program naprawczy? Jeżeli interesuje Cię, jak przejść od informacji zwrotnej do działania i poprawy, oraz kiedy to zrobić - obejrzyj albo wysłuchaj nasz najnowszy odcinek! Z tego odcinka dowiesz się: - Kiedy przejść do działań naprawczych? - Kto powinien rozwiązać problem? - Jak nauczyć ludzi dbania nie tylko o siebie? - Kiedy wyciągać konsekwencje? Linki do materiałów, wersję video oraz transkrypt do tego odcinka znajdziesz na stronie:

Jay McClelland is a pioneer in the field of artificial intelligence and is a cognitive psychologist and professor at Stanford University in the psychology, linguistics, and computer science departments. Together with David Rumelhart, Jay published the two volume work Parallel Distributed Processing, which has led to the flourishing of the connectionist approach to understanding cognition. In this conversation, Jay gives us a crash course in how neurons and biological brains work. This sets the stage for how psychologists such as Jay, David Rumelhart, and Geoffrey Hinton historically approached the development of models of cognition and ultimately artificial intelligence. We also discuss alternative approaches to neural computation such as symbolic and neuroscientific ones. Patreon (bonus materials + video chat): https://www.patreon.com/timothynguyen Part I. Introduction 00:00 : Preview 01:10 : Cognitive psychology 07:14 : Interdisciplinary work and Jay's academic journey 12:39 : Context affects perception 13:05 : Chomsky and psycholinguists 8:03 : Technical outline Part II. The Brain 00:20:20 : Structure of neurons 00:25:26 : Action potentials 00:27:00 : Synaptic processes and neuron firing 00:29:18 : Inhibitory neurons 00:33:10 : Feedforward neural networks 00:34:57 : Visual system 00:39:46 : Various parts of the visual cortex 00:45:31 : Columnar organization in the cortex 00:47:04 : Colocation in artificial vs biological networks 00:53:03 : Sensory systems and brain maps Part III. Approaches to AI, PDP, and Learning Rules 01:12:35 : Chomsky, symbolic rules, universal grammar 01:28:28 : Neuroscience, Francis Crick, vision vs language 01:32:36 : Neuroscience = bottom up 01:37:20 : Jay's path to AI 01:43:51 : James Anderson 01:44:51 : Geoff Hinton 01:54:25 : Parallel Distributed Processing (PDP) 02:03:40 : McClelland & Rumelhart's reading model 02:31:25 : Theories of learning 02:35:52 : Hebbian learning 02:43:23 : Rumelhart's Delta rule 02:44:45 : Gradient descent 02:47:04 : Backpropagation 02:54:52 : Outro: Retrospective and looking ahead Image credits: http://timothynguyen.org/image-credits/ Further reading: Rumelhart, McClelland. Parallel Distributed Processing. McClelland, J. L. (2013). Integrating probabilistic models of perception and interactive neural networks: A historical and tutorial review   Twitter: @iamtimnguyen   Webpage: http://www.timothynguyen.org

Retroalimentación y feedforward y dos formas diferentes de enmarcar la crítica constructiva. Las organizaciones pueden usar ambos cuando tienen discusiones sobre el rendimiento de los empleados. La retroalimentación se centra en el pasado y en la identificación de lo que salió mal. Por el contrario, feedforward se centra en cómo puedes hacer las cosas de manera diferente en el futuro. Y vivir una Vida Muy Feliz, Saludable & Divina. #tatinutritips

Do you want to be an inspirational leader? Instead of giving feedback, give feedforward. In our latest episode, we dive into the concept of feedforward—a communication strategy that transforms feedback into an opportunity for growth and inspiration. It deepens trust, builds meaningful relationships, and increases productivity.This lesson will teach you how to frame feedback in a way that not only addresses areas for improvement but also highlights potential and strengths. Say goodbye to tough love and radical candor that miss the mark, and discover how to inspire real change in your team.Explore how to become the leader who empowers others through feedback, turning every conversation into a catalyst for development and success.***How you speak is how you lead. Want to study this with other leaders? Take a look at www.speakbydesign.com/join. That's our leadership communication program that includes private, group, and self-paced learning for every learning style. Hosted by Ausha. See ausha.co/privacy-policy for more information.

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In this episode of the Transactional Analysis series of The Coaching Question Podcast, we explore how we might apply TA in our coaching practice using a new fictional case study of a client called Adam.Adam has recently been promoted to his first 'Manager of Manager' role, struggles to say no, delegate, deal with poor performance and is at danger of burning out. Building on the previous episode, we explore his behavioural drivers and using his challenges as a lens, we illustrate the practical application of TA. We share how generating awareness of Driver behaviour leads to clients becoming more aware of the choices they have available to them, rather than sticking with automatic behaviour that their early experiences have taught them.Listen to this episode to understand more about how TA can add value to coaching challenges and reflect on your own possible triggers and beliefs. References:The Leadership Pipeline is covered in Season 1, Episode 2Feedback and FeedForward are covered in Season 2, Episode 2Vertical Development episode is covered in Season 2, Episode 9The functional model is described by Samantha Kynaston hereWare sequence

In this thought-provoking episode of "Chats You Didn't Know You Needed," we dive into the topic of feedback culture in the workplace. Our host, Martina, engages in a compelling conversation with two distinguished guests: Lina Mockaité, feedback expert and HR Business Partner at SEB, and Maja Wikström, psychologist and Director of Leadership & Organizational Development at Nobia.   Together, they discuss why giving and receiving feedback is often perceived as hard, how to get a grip on it and proceed with calm and confidence. You will also get to know about feed-forward - the “new and improved” feedback. The 30-minute episode will equip you with new and deepened knowledge about the importance of having a structured feedback culture in place at work, and how you can excel in this field and build even stronger and more meaningful relationships with the people around you.   This episode promises to be an enlightening journey into the field of feedback culture, offering valuable insights for both personal growth and professional development. 

In this episode, we dive into the practical application of TA in a coaching scenario using a fictional character Alicia, who represents a typical client struggling with saying no, setting and maintaining boundaries, resulting in potential burnout. With Alicia as a fictional case study, we discuss how we might support her as Executive Coaches skilled in applying TA to our work. Building on the PAC model shared in an earlier episode, we use TA to identify possible triggers that might move Alicia into her child ego state when she feels lacking in confidence. We then talk about the importance of becoming trigger aware and managing one's state to shift into the adult ego state. We touch on the challenge of working with deeply embedded patterns and how this can be sensitively done within a coaching relationship.We mention the Feedforward process developed by Marshall Goldsmith and compared with feedback it is generative and focused on the future rather than the past. Listen to this episode to understand how the PAC model can be practically applied to a coaching topic, and how our client's experiences earlier in life can affect their behaviour in the here and now. Resources:https://marshallgoldsmith.com/articles/try-feedforward-instead-feedback/

Yapay zeka serimizin dördüncü bölümü. Önce ilk 3 bölümün geniş bir özeti, sonra da 1940lardan bu yana, yapay zekanın en gizemli kolu olan sinir ağlarının gelişimi. .Konular:(01:17) Amacımız(04:36) Neden Tavsiye Sistemleri(06:01) Neden Sinir Ağları(10:25) Yapay Nöron(12:27) Akıllı Termostat(13:38) Lineer Sınıflandırıcılar(14:49) Hebbian Öğrenme(16:47) Öğrenme Algoritması(17:55) Öğrenme hızı(19:00) Frank Rosenblatt(21:12) Connectionism(22:52) Perceptron Mark 1(26:34) Aktivasyon Fonksiyonu(28:34) FeedForward(30:47) Multi Layer Perceptron(36:20) ÖğrenmeKaynaklar:Yazı: Perceptron Learning AlgorithmYazı: Professor's perceptron paved the way for AIYazı: Hello, Perceptron: An introductionTutorial: Not another MNIST tutorialYazı Dizisi: Machine Learning for BeginnersSinir Ağı Simülasyonu.------- Podbee Sunar -------Bu podcast AgeSA BES ile ilgili reklam içerir.AgeSA BES ile Yatırımda Rahat Edin. Yüksek kazançlı geniş fon seçenekleri, %30 Devlet Katkısı ve finansal danışmanlık AgeSA'da. Yatırımlarınla ilgili daha iyi hissetmek için tıkla.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

People are less familiar with, feedforward which inspires quality performance. That's because there really isn't any point pointing out to people what they're really bad at, because they probably already know. The brilliant thing about feedforward is that people at the receiving end of feedforward see aspects of their performance that they are less good at - start becoming better! This is because people feel good and are not trying to undo what they are not good at. In pursuit of excellence Two themes emerge - excellence and empathy. Feedforward is a totally different way of talking about performance.

IN EPISODE 167: Building a culture of coaching isn't just great for people - it's good for business. In this episode, Helen Basford explores how AstraZeneca, one of the world's largest pharmaceuticals, systematically created a coaching model around continuous conversations and development opportunities. We go deep inside the systems, structures and supports that AstraZeneca uses to guide its leaders and employees, and discuss ways that any organization can shift from performance management to people development, build capacity within its ranks, and achieve stronger, more sustainable results over time. ABOUT HELEN BASFORD: Helen Basford is the Global Capability Lead for Coaching and Feedforward at AstraZeneca, where she helps  design the strategy and implementation of coaching practices. She's also an advanced professional coach, coaching consultant and experienced facilitator with credentials from the International Coaching Federation.

Check out this course ⁠⁠https://corporateladderdecoded.com/aff/6/⁠ to accelerate your career and unlock your earning potential - full transparency: purchasing the course supports us, at no extra cost to you. Angela Cretu, the former CEO of Avon, is here to talk about how to become a leader on your own terms, from her experiences in her 25-year career at Avon. If you're a reluctant leader feeling like you don't fit the mould, and need some inspiration, then you've got to watch this episode! Timestamps: 00:00 - Trailer and Introduction 07:54 - You Shouldn't Behave Like Men to Advance in Your Career 12:10 - Too Much Testosterone in the Workplace 14:43 - Turning Your Biggest Barriers Into Your Biggest Multipliers 24:34 - Getting Her First Big Promotion 44:18 - Recognising Your Strengths and Accepting Your Weaknesses 53:36 - Feedforward, Not Feedback 56:44 - Tips for Building a Healthy Relationship With Your Partner 01:12:45 - Why Angela Didn't Want to be the CEO of Avon 01:22:55 - Why She Decided to Leave Avon 01:33:00 - Advice for Women Who Want to Become a CEO 01:35:58 - Advice to Your Younger Self Angela began her career at Avon 25 years ago, starting out as an Area Sales Manager in her native Romania, and eventually rising to CEO in 2020, despite her reluctance to assume the role. She has recently passed the mantle on, yet remains as an API Board Member and Senior Advisor appointed by N&Co in the Advisory Committee for the company. *** Love Anatomy of a Leader? Help us grow! Check us out on Fountain: https://fountain.fm/show/ba3uVmwxVRvOXgEzBs4e Angela Cretu: LinkedIn: https://www.linkedin.com/in/angela-cretu/ Instagram: https://www.instagram.com/angela_cretu/?hl=en TikTok: https://www.tiktok.com/@avon_uk Website: https://avon.uk.com/ Maria Hvorostovsky: LinkedIn: https://www.linkedin.com/in/mariahvo/ Instagram: https://www.instagram.com/mariahvo/ TikTok: https://www.tiktok.com/@maria_hvo X: https://twitter.com/mhvorostovsky HVO Search: https://www.hvosearch.com Podcast filmed, edited and produced by: https://www.londonbeautyphotographer.com Need help HIRING – http://www.hirewithmaria.com LEAVE A REVIEW: If you're listening on Apple Podcasts make sure to Follow, Rate, and leave a REVIEW.

In this episode, John and Tricia explore Feedback and Feedforward along with the SBI Model. They kick off the new season with what they are calling "Swiss Army Knife" models, the essential multi purpose go to models that you carry around to help you make better interventions in the organizations you find yourselves interacting with. They discuss why giving feedback is an important and critical skill for leaders to have.  Download the model and the episode transcript hereLearn About the Feedback Lottery https://management30.com/practice/feedback-lottery/Follow Us on Instagramhttps://www.instagram.com/everylittlemodel/Download the Every Little Model APP herehttps://everylittlemodel.glideapp.io/dl/6471c6

Introduction:  Iris Clermont is an Executive Coach, author, and professional mathematician. She holds certifications from Team Coaching International, & Conversational Intelligence and is a Professional Certified Coach from the International Coaching Federation. Her mission is to motivate teams to work effectively while having fun and gaining energy from their business life. Iris is also the author of the number one best-selling book Team Magic and has just written her new book Team Rhythm which is the subject of this podcast. Podcast episode Summary:  Iris has chosen a xylophone as an image and metaphor to capture the chapters of her book. The conversation explores her Team Model the ordering of her chapters on this xylophone and why music and maths support her work with teams. Points made throughout the Episode:   Who are you? Deep inside Iris is a mission to inspire teams to have more joy and energy in the workplace. Iris then goes on to share her career history and the early influence of Mother Teresa. After approximately 30 years in Corporate life Iris found herself moving “swiftly and smartly” into Coaching. She figured out that asking people for their ideas instead of telling them her ideas changed the game for her. Is it true you are also a Musician? Iris has played music since she was 3 years old and her interest in music form part of the auspices of Team Rhythm. What inspired you to write the book the way you did? Iris determined that many of the teams she was facing were in egoic conflict and were very serious. She was intent on approaching the solution to team rhythm in a different way using exercises and lightness in her approach. Iris saw that business leaders know what they need in business and what they do not practice like listening and presence. According to Iris teams need to not only speak their concerns but use exercises and lightness as a way to find solutions – As such her book is littered with music riffs and exercises that teams can employ to begin to develop skills As a child Iris listened to a talk given by Mother Teresa that she still carries. Emotional pain is a feature of business life and one Iris's mission is to help people resolve emotional pain. She develops bespoke exercises for teams depending on their particular concern. Why was it important to cluster the book chapters on a xylophone and in that fashion?   –     Getting Synchronised comprises the first three chapters of the book and details the power of Listening, Creating a Clear vision and having Leadership Presence. Getting synched means looking beyond an individual's ego and determining what is important to the team . Getting synched means raising a person's listening skills, followed by a clear strategy & vision – this also requires checking for team and departmental understanding giving others a chance to question. Iris uses cartoons to illustrate her points. She points out that the Leader is there to serve and give direction. Finally Irish explains why her third chapter on Presence is so critical for team life. –     What in your opinion Iris do teams forget about those first three chapters? All three of them. Iris reminds us that we all think we are great listeners but when she encourages her teams to try out some of the listening exercises in her book, members realise they are not that good. Leaders are often pretty clear in their heads about the future strategy but do they check it is understood by all? Do they gain from the experts knowledge how they see the strategy working etc. Presence in the room is often disrupted by insecurity & Iris's exercises help bring presence more assuredly into the room  Presence can change something. A lack of presence, often especially by the leader can communicate to others that the leader has more important things to do than be there for the team. –     What are some of the exercises you use with teams to build presence? Speaking to the last member in an audience as a choir is an exercise that iris uses with teams, –     What comprises the cluster called raising awareness? There are four topics covered across four chapters with skills that all have room to be enhanced. –     Raising effectiveness with Decisions. Decision making at the lowest level. Iris employs exercises to expand on Frederic Laloux's work which says that bureaucracy gets in the way of effective decision making. He and Iris suggest moving decisions out and often down to the experts. This requires trust by Leaders to distribute power effectively to experts. Doing this is enabled by having done the work to get synchronised. A solid frame is provided that supports decision making. Trust is a big component for both the leader and the member. A leader can self-check to be curious if he/she does give power to the expert or has explained the strategy well. A member can ask if they trust themselves enough to honour the strategy and make a decision about which they are expert. –     Speed up Conflict Resolution: The blue note is used from Jazz as a way of helping teams to accept what might not be linear or clear from which beauty can surface. There is disruption on teams especially with diverse teams and Iris encourages teams to embrace the disruption and look to wonder what can be created. Iris explores building resolution on teams using Judith Glaser's work, Conversational Intelligence. Iris explains the dashboard that Judith outlined in her book to support understanding between members on teams. The Conversational dashboard describes 3 levels of communication from distrust to trust. Level 1 is where people tell and ask. Level 2 is where team members advocate and inquire and Level 3 where two or more members are co-creating in a space of trust by sharing and discovering together. Team members have to suspend judgement and premature conclusions to accept that people have good intentions, have value to add and are not stupid. This helps move conversations from red/distrusting to green/trusting. Iris shares that the dashboard is an image or a picture in your home that you have to step back from and observe. Stepping back and inquiring helps a team wonder how they can move into the green area where engagement, encouragement, acceptance flourishes, a place of fun and creativity. Iris loves this chapter and since her work with Judith Glaser she only needs 30 minutes to bring this topic to light & resolution. The team conflict resolution team rhythm exercise helps a team see how they react to dissonance. The exercise is used to see how teams react, what is possible and what is learnt by dissonance and the use of it. Disruption is not always a negative phenomenon it allows for difference to be heard. Trust & Commitment, chapters 6  & 7 in Iris's book are like twins. If commitment is honoured trust is built. Similarly alignment with the mission and strategy supports trust. Trust also has something to do with each individual and their respective histories. A person has to be willing to look inside and wonder what is blocking with respect to trust and trust for others., There is a team rhythm exercise on trust. The cartoons Iris employs in her book helps people self-assess and wonder about their own levels of trust. Micro-managing for example is an indicator that trust is not widely given to empower teams. –     What are some of the ways teams distract themselves from pursuing some of these ideas on effectiveness? Iris combines the knowledge and wisdom from her Commitment chapter with the chapter on Feedforward to suggest that team members need to be willing to open up to feedforward ideas –     Continuously Empower and Inspire your Teams. This cluster explores 4 topics housed in 4 chapters. The first speaks to the idea that you can add value to a team and its performance by engaging with mechanism and skills that encourage feedforward practices. The next chapter explores the nature of Virtual & Hybrid teams and how teams can move from being I-Centric to We-Centric and ultimately less egoic. The third chapter in this cluster speaks to value of using the power of diversity and moving away from blaming and shaming others for their difference be it with respect to their ideas, perspectives etc to gaining. This chapter uses exercises and rhythm exercises to identify how to make use of the full spectrum of diversity. The fourth and final chapter in this cluster speaks to the idea of gaining from areas outside of your own business. In this  Iris talks about Bands and what can be learnt for business gain. She also looks at film production and what is involved there in that domain a rich resource for business. –     What is important to you Iris about the difference between Feedforward and Feedback? The difference was experienced from Marshall Goldsmith. Feedforward is looking to the future and is hopeful. Feedback is backward looking and historic. –     The last few chapters are very current to the world we live, especially post the pandemic. What was important to you about including them in your book and on the xylophone? Iris wanted to update her book to reflect what she is seeing in business today, that is very different from when she wrote her book Team Magic. Iris is curious to explore with teams how they can gain by diversity. Iris tells a story about her favourite team  a virtual team she was part of twenty years ago.  Iris describes how she experienced this team and remarks that she felt special having team members come from Denmark and other counties. Iris shares that it was a hugely different phenomenon  in her working life then & she enjoyed it, The team worked well together and won a prize for innovation.   –     How comfortable are teams working in a hybrid or virtual way? Teams can get stuck in ways that are unhelpful. There are different types of people some who appreciate the technology that allows for video and others who prefer to be more private and not share their image. Some people like to see faces to focus on gestures and mimics and others are more focused on words. We have to allow for both. –     To practice for example on a band is so important, what do teams assume that they do not practice together? Teams often only focus on achieving results and forget the process necessary to get there. To be really effective as a team you need to have the skills outlined on Iris, xylophone listening, having a vision & strategy, leadership presence, decision making, conflict resolution, Trust, commitment, Feedforward skills, awareness of virtual and hybrid teams, making full use of diversity and gaining from the lessons learnt from the outside world. Iris understands why teams often take the shortest route to success. As a mathematician that is smart & it can also frustrate when you appreciate that others are different. It then becomes necessary to upgrade these skills in order to co-create and deliver collectively. There is a parallel here with musicians. As a musician you know  you need to work alone and then together. –     What are your thoughts about joy and how you infuse it across teams? Joy is linked to creativity and innovation. It also means looking at where I am stuck and what needs to shift. It is key to look outside of business and to gain from all of the experience we have from other domains. –     What makes you proud about this book? This book comes from deep within Iris's heart to enlighten teams about what is possible. To bring lightness to the business of what is often serious business. Using cartoons, exercises and several rhythm practices can allow a team see an alternative perspective & explore their effectiveness with fun. Iris is proud of all of her 3 sons who contributed to her book and one of her sons, a musician co-created with Iris to get specific rhythm exercises.   Resources shared across this podcast –     Team Rhythm, Eleven ways to lead your team from overwhelmed to inspired. Iris Clermont –     Team Magic eleven ways for winning teams –     Conversational Intelligence, Judith E. Glaser –     Feedforward by Marshall Goldsmith -U Tube. –     www.aircoaching.com

To celebrate our upcoming 50th episode, we chose our three favorite deep dives from our first year. First up from episode 31 in September, why “feedback” has become so scary, and why “feedforward” is a counterproductive term. [1:03] Next, from episode 14 in May, what it means to create psychological safety in your workplace—especially for Black women, many of whom are bringing workplace trauma with them from prior jobs. [21:50] And finally from episode 42 in December, a deep dive on how economic inequality and unhappiness are intertwined. [40:33] We'll be back next week with a brand new episode. Thank you to everyone who has supported, subscribed to, and shared our show this year! Hosts: Caleb Gardner & Adriele Parker Producer: Dave Sandell Learn more at leadershit.show or follow us on Instagram at leadersh_t.

Consciousness and the universe are intricately intertwined. Today, embark on a mind-bending journey with Nassim Haramein, a Spiritual Physicist, in this thought-provoking episode of The Mindvalley Show. Brace yourself as Nassim challenges conventional beliefs, merging spirituality with physics to redefine our understanding of consciousness. Curious minds, get ready to explore the profound impact of visualization and dive into the uncharted territories of humanity's evolution. This conversation is not just eye-opening; it's a paradigm-shifting experience that will have you questioning the very fabric of reality. Discover Nassim's groundbreaking perspective on spirituality as a yet-to-be-discovered equation in physics. As he unravels the mysteries of the interconnected universe, you'll find yourself contemplating the vast potential of your own mind. The fusion of science and spirituality presented by Nassim is nothing short of revolutionary, offering insights that may reshape the way you perceive existence itself. Get ready to expand your consciousness and challenge the boundaries of your beliefs. Join us for a riveting discussion with Nassim Haramein, where controversial and daring ideas collide. Regardless of whether you align with his views, the significance of this conversation is undeniable. Tune in and explore the uncharted realms of spirituality and physics, unlocking new dimensions of thought that might just reshape your worldview. It's a conversation that invites you to not only listen but actively engage in the exploration of limitless possibilities. Key Takeaways [00:01:03] Definition of consciousness. [00:02:20] Chicken or egg problem. [00:08:26] Self-directed evolution. [00:09:35] Modifying the past and future. [00:16:07] Changing physical appearance through meditation. [00:21:14] Changing our past experiences. [00:23:09] The concept of time. [00:29:33] Group consciousness and shared future. [00:33:17] Finding the lesson and beauty in difficult moments of history. [00:36:15] Understanding of evil as a level of confusion and awareness. [00:41:17] The ability to find meaning and lessons in difficult personal experiences. [00:43:05] Over-unity technology and zero-point field energy. [00:50:17] Gravity control. [00:53:49] Warp drive and space travel. [00:55:47] Controlling gravitational fields. [00:56:52] Relationship between science fiction and the future of technology. Memorable Quotes "To me, consciousness is the fundamental information structure of the universe. Information moving through its cycles. Feedforward, feedback information throughout the whole network of creation that produces complexity like a hundred trillion cell human being that eventually becomes self-aware." – Nassim Haramein "In our current society there's been a very strong capacity to influence global awareness by producing very specific information sets in our media and the way we think of things and so on. And there's been a huge influence on the group consciousness of our planet that way." – Nassim Haramein "Everything is connected. Everything is entangled. All particles are entangled. Everything is in this metric of space that connects everything together. And what we call energy, what we call mass, what we call gravity, what we call electromagnetic fields, is actually different modality on how the information is moving." – Nassim Haramein Where to Find Our Guest Website: resonancescience.org Instagram: @nassim.haramein To stay connected and to learn more about Vishen and Mindvalley, click on the links below:  Website: Mindvalley.com YouTube: @vishenlakhiani Instagram: @mindvalley Instagram: @vishen Facebook: @mindvalley Subscribe to 'Mindvalley Membership' to discover 65+ transformational Mindvalley programs – at a surprisingly low annual fee here

Attention and transformers in LLMs, the five stages of data processing, and a brand-new data science course: Kirill Eremenko joins host Jon Krohn to explore what goes into well-crafted LLMs, what makes Transformers so powerful, and how to succeed as a data scientist in this new age of generative AI. This episode is brought to you by Intel and HPE Ezmeral Software Solutions (https://hpe.com/ezmeral/chatwithyourdata), and by Prophets of AI (https://prophetsofai.com), the leading agency for AI experts. Interested in sponsoring a SuperDataScience Podcast episode? Visit https://passionfroot.me/superdatascience for sponsorship information. In this episode you will learn: • Supply and demand in AI recruitment [08:30] • Kirill and Hadelin's new course on LLMs, “Large Language Models (LLMs), Transformers & GPT A-Z” [15:37] • The learning difficulty in understanding LLMs [19:46] • The basics of LLMs [22:00] • The five building blocks of transformer architecture [36:29] - 1: Input embedding [44:10] - 2: Positional encoding [50:46] - 3: Attention mechanism [54:04] - 4: Feedforward neural network [1:16:17] - 5: Linear transformation and softmax [1:19:16] • Inference vs training time [1:29:12] • Why transformers are so powerful [1:49:22] Additional materials: www.superdatascience.com/747

On this episode of the salience podcast, we continue to explore feedback and feedforward. Feedback is the flow of information about past events. It is the opportunity to review and learn from decisions and actions.  Feedforward is the anticipatory preparation for future events, it is the opportunity to orient ahead of time and to set up to test assumptions and biases through observations in real-time as situations unfold.  Both feedback and feedforward are central to taking a strategic approach to our endeavors, be that in business or those aspects of life that we prefer to not leave to chance, although living life as a random walk through curiosity space is a legitimate choice too. Our guest today is JP Castlin. JP is a strategist, author and provocateur. Join us as we discuss how we can effectively use feedback and feedforward in the spectrum of approaches between orderly well-planned strategies, complex adaptive strategies, and what seem to be random walks through curiosity space. For more information about The Salience Podcast and Frontline Mind please visit our website at https://www.frontlinemind.com/the-salience-podcast/ You can also sign up for our newsletter here https://frontlinemind.us17.list-manage.com/subscribe?u=ff181d12c77d7cea5f19a2c48&id=fd7357f614

Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode   The week of American Thanksgiving is often a peak time for layoffs. It happened to me too - 3 years ago I was told my role was being restructured. Effectively it was a constructive dismissal. Best thing I did in the month before I was told about the restructuring? My performance review. This week, I'll tell you how to use a performance review strategically. It's a legal document with a lot of negotiating power that people overlook. #PerformanceReviews   Chapters: 00:02:37 Driving Remote Work Success 00:03:56 Strategic Approach to Performance Reviews. 00:10:05 Leveraging Performance Reviews for Future Career Growth Key Takeaways: 1. Documentation of development emails from manager 2. Recording initiatives and volunteer work 3. Documenting compliments, kudos, and shoutouts 4. Performance reviews as legal documents 5. Envisioning the future and seeking support from managers and company for learning and development Also check out an older article I wrote about mid-year reviews:

Feedback vs. Feedforward — Here's Why I Don't Like Either Word to Describe Radical Candor - Kim Scott There's been a lot of chatter lately about feedback vs. feedforward. Words matter. I don't love the word feedback, but because it's commonly used to show people what to do more of and what to do less of, I use it often. Does “bad feedback” mean criticism, or does it mean criticism that is badly delivered? Does “good feedback” mean praise, or praise that is well delivered, or criticism that is well delivered? Who the hell knows??! Because it's unknowable. Sloppy language. I like the term feedforward even less because it pretends that we don't have to understand past mistakes in order to avoid them in the future. It pretends that we can avoid necessary but uncomfortable conversations. Feedback vs. feedforward — both of these words are well-intentioned euphemisms. That is my main problem with them — they tend toward either Ruinous Empathy or Manipulative Insincerity. https://kimmalonescott.medium.com/feedback-vs-feedforward-heres-why-i-don-t-like-either-word-to-describe-radical-candor-95fe1137baa8 How to connect with AgileDad: - [website] https://www.agiledad.com/ - [instagram] https://www.instagram.com/agile_coach/ - [facebook] https://www.facebook.com/RealAgileDad/ - [Linkedin] https://www.linkedin.com/in/leehenson/

Episode 6-444 – Difficult Circumstances Embolden Let's Talk About Experiences that Embolden Authenticity Difficult Circumstances can be beneficial to our personal and professional maturity.  Tough times help us see what we are made of at that time and reveal areas that require our work to develop.  Other times, the tough times prove to us that we have what it takes. I recall a time in my career, where a colleague attempted to sabotage me.  The lessons I learned through that experience were pivotal.  What was meant to cause harm, actually turned into a benefit that helped to me to better assess situations and also helped me to be willing to accept that things change and sometimes the right thing to do is to let go. Finally, the experience reinforced the importance of asking how an experience might serve to prepare me for the future. I came to understand that there can be a boldness in trying to find what can be taken from a situation that is of value. When we have the boldness and confidence to live in authenticity, we tap into an energy to more positively impact the world. Do You Have a Couple of Minutes - Inspiring Topics to Help You Think, Learn, Grow, and Live Fulfilled www.petrinagooch.com 2023 Book Publications: Leading Self, Leading Others – 20 Inspiring Topics for Personal and Team Leadership and Professional Growth – available on Amazon and Kindle LiftOff to Landing – Revealing Stories of Strangers in Flight – Flight 2023 – available on Amazon, Kindle and Audible https://www.audible.com/pd/B0BZWZQQNH/?source_code=AUDFPWS0223189MWT-BK-ACX0-346228&ref=acx_bty_BK_ACX0_346228_rh_us⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ #DoYouHaveACoupleOfMinutes #Inspire #Think #Learn #Grow #Fulfilled #LiveFulfilled #Liberate #Illuminte #Amplify #PositiveChange #Leadership #Mentor #Coach #Develop #Lead #Listen #Encourage #Feelings #Intent #Expectations #PetrinaGooch #Petrina #TakeTheGoodTakeTheBad #Perfection #Imperfections #decisionmaking #relevance #approachable #Feedforward

Episode 6-443: Fundamentals First Let's Talk About a Starting Point. The ability to employ a beginners mindset is key to our progress and success. Having a mindset that allows us to see things with fresh eyes can help open us up to new possibilities,  or help us to arrive at creative solutions. Another thing beginners employ is an understanding that work precedes an outcome and,the learning process my seem to slow things down at first, but it is just a learner's curve that actually provides a long term advantage. An educator would not start students out with algebra that do not yet know multiplication and division.  Likewise we cannot expect to skip the preparation necessary for us to be successful in handling difficult or complex tasks,  Consider a group of people interested in building a home.  We would not expect them to start ordering materials and building without a plan.  Neither would we expect them to hire all novices to complete a task.  As simple as that illustration seems, we often have people on our teams or in our groups that are in a hurry to get to what they think may be he desired outcome, without first putting a plan to together or ensuring everyone is understanding and supportive of the process so we start with a common understanding as our starting point.. If we take care of the fundamentals first and incrementally build upon our learning and our successes, the things we put in place will have a better chance of sticking and supporting future success.  Sometimes we must go slow in order to later go fast, we must take care of the fundamentals first. Do You Have a Coupleo f Minutes - Inspiring Topics to Help You Think, Learn, Grow, and Live Fulfilled www.petrinagooch.com 2023 Book Publications: Leading Self, Leading Others – 20 Inspiring Topics for Personal and Team Leadership and Professional Growth – available on Amazon and Kindle LiftOff to Landing – Revealing Stories of Strangers in Flight – Flight 2023 – available on Amazon, Kindle and Audible https://www.audible.com/pd/B0BZWZQQNH/?source_code=AUDFPWS0223189MWT-BK-ACX0-346228&ref=acx_bty_BK_ACX0_346228_rh_us⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ #DoYouHaveACoupleOfMinutes #Inspire #Think #Learn #Grow #Fulfilled #LiveFulfilled #Liberate #Illuminte #Amplify #PositiveChange #Leadership #Mentor #Coach #Develop #Lead #Listen #Encourage #Feelings #Intent #Expectations #PetrinaGooch #Petrina #TakeTheGoodTakeTheBad #Perfection #Imperfections #decisionmaking #relevance #approachable #Feedforward

Episode 6-441: Are You Approachable? Let's Talk About Approachability and Feedforward Welcoming Feedforward is important, because is allows us to be more self-aware of how we may be unintentionally impacting people.  Sometimes people don't think the information will be received constructively because of interactions they have already had or things that have been said. When we make statements like, ‘We don't care what others think' or ‘That's just too bad if they feel that way,' it doesn't make us seem approachable or appreciative of receiving feedforward.  So, it we really want to receive information from others that can help us do better and move forward, we must sincerely welcome feed forward, that we accept information with appreciation and gratitude – even when it's hard to hear.  Next we must consider what we can hold onto and what might be able to let go of. So, the next time you are looking for feedforward and find you are not hearing the information you need, examine yourself to understand if you are really approachable.  Have you given people reason to doubt your sincerity? Have you given people a reason to doubt your stewardship of the very information that may actually help you with your blind spots. . Be Approachable. Do You Have a Couple of Minutes - Inspiring Topics to Help You Think, Learn, Grow, and Live Fulfilled www.petrinagooch.com 2023 Book Publications: Leading Self, Leading Others – 20 Inspiring Topics for Personal and Team Leadership and Professional Growth – available on Amazon and Kindle LiftOff to Landing – Revealing Stories of Strangers in Flight – Flight 2023 – available on Amazon, Kindle and Audible https://www.audible.com/pd/B0BZWZQQNH/?source_code=AUDFPWS0223189MWT-BK-ACX0-346228&ref=acx_bty_BK_ACX0_346228_rh_us⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ #DoYouHaveACoupleOfMinutes #Inspire #Think #Learn #Grow #Fulfilled #LiveFulfilled #Liberate #Illuminte #Amplify #PositiveChange #Leadership #Mentor #Coach #Develop #Lead #Listen #Encourage #Feelings #Intent #Expectations #PetrinaGooch #Petrina #TakeTheGoodTakeTheBad #Perfection #Imperfections #decisionmaking #relevance #approachable #Feedforward

Sarah is still obsessing about predator animals. She has developed a real affinity for polar bears and thinks lion dads are really not pulling their weight. They have manes and a roar, and that's about it. They're all hype! But it was great to hear that according to her, cats are great and dogs are "nasty." We discuss whether learning more about animals makes us more or less likely to be vegetarians. Elephants are smarty pants and walruses are, and I quote, "f*cking idiots." Sarah talks about the military jet that went missing and her theory about what really happened. But she was shocked to hear that the pilot made a 911 call and he didn't sound upset that he was EJECTED from the jet. We laugh about the "alien" they discovered in Mexico and then we get worried that we're going to look like real a-holes if they find out this thing actually is an alien or as Sarah thinks "is from another dimension." We learn why Gen Z does not want to be criticized at work and they don't even want "feedback," so now managers are reframing the messages by calling it "feedfoward." After we lost our minds about how stupid this is, we discuss how they say it's because they don't want to live in the past, but Susie points out that this is hypocritical since all they ever want to talk about is their past "trauma." Susie is full of BCP hot takes today. Please send "feedforward" to susie @ doesnt care dot com.Join our Candy Club, shop our merch, sign-up for our free newsletter, & more by visiting The Brain Candy Podcast website: https://www.thebraincandypodcast.comConnect with us on social media:BCP Instagram: https://www.instagram.com/braincandypodcastSusie's Instagram: https://www.instagram.com/susiemeisterSarah's Instagram: https://www.instagram.com/imsarahriceBCP Twitter: https://www.twitter.com/braincandypodSusie's Twitter: https://www.twitter.com/susie_meisterSarah's Twitter: https://www.twitter.com/ImSarahRiceSponsors:Get 5 free AG1 Travel Packs and a FREE 1 year supply of Vitamin D with your first purchase at https://drinkag1.com/braincandyFind your forever pieces @jennikayne and get 15% off with promo code BRAINCANDY at https://www.jennikayne.com/braincandy! #jennikaynepartnerGet your first visit for only five dollars at https://www.apostrophe.com/pod/BRAINCANDY when you use our code: BRAINCANDYMore podcasts at WAVE: https://podcasts.apple.com/us/artist/wave-podcast-network/1437831426See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Today, on The Salience Podcast we begin Season 3 with an in depth exploration of feedback and feedforward.Feedback is the flow of information about past events. It is the opportunity to review and learn from decisions and actions.Feedforward is the anticipatory preparation for future events, it is the opportunity to orient ahead of time and to test assumptions and biases through observations in real-time as situations unfold. Our guest today is Murray Hopkins. Murray has over 35 years experience as a facilitator and coach in leadership development Working with individuals, teams and organisations through his business Curiosity Skilled the Cat.Today we will focus on personal feedback into feedforward and what many people regard as ‘difficult conversations'. We prefer to reframe such conversations to “coaching with curiosity”.For more information about The Salience Podcast and Frontline Mind please visit our website at https://www.frontlinemind.com/the-salience-podcast/ You can also sign up for our newsletter here https://frontlinemind.us17.list-manage.com/subscribe?u=ff181d12c77d7cea5f19a2c48&id=fd7357f614

Caleb and Adriele go through this week's big news stories, including Jann Wenner's racist ad sexist comments about musicians, the UAW and WGA strikes, and a surprising study that says Gen Z is optimistic about the future. Then, they go deep on the misuse of the phrase “DEI,” and how “DEI training” gets used interchangeably with “implicit bias training” [23:41] and why the word “feedback” has become so scary. [36:31] All that, plus cash bail ends in Illinois, and global data on why you should keep your DEI person [58:07]. Discussed today Gen Z's surprise optimism about the future | Axios Why DEI training doesn't work | WSJ Bosses Say ‘Feedback' Is Too Scary for Some Workers, So They Use This Word Instead | WSJ

In this special episode, I respond to the Wall Street Journal's front page story on feedforward and try to set the record straight.

Welcome to The Radcast! Get ready for the most exciting marketing and business news of the week! We've got some mind-blowing updates on advertising, business, and yes, even UFOs. Trust us, this is not your usual business podcast. We'll be diving into some major news, including Aaron Rodgers' hilarious mockumentary for Amberjack Shoes and the rise of nanoinfluencers. Plus, we'll be discussing the fascinating topic of changing feedback culture. And hold onto your seats because we'll also be talking about Warner Music's record deal with an AI-generated popstar. Don't miss out on all the latest marketing and social media news. Tune in and stay in the know!NewsAliens in Mexico (00:50)Aaron Rodgers Stars in ‘This is Sportscenter'- Style Office Mockumentary for Amberjack Shoes (04:30)https://adage.com/creativity/work/aaron-rodgers-stars-sportscenter-style-office-mockumentary-amberjack shoes/2515581Nanoinfluencers Give Brands a Better ROI Than Kim Kardashian (10:14)https://www.adweek.com/social-marketing/nanoinfluencers-brands-better-roi-kim-kardashian/‘Feedback is Now Too Harsh. The New Word is FeedForward' (12:30)https://hbr.org/2019/03/the-feedback-fallacy Warner Music Signs Record Deal With AI-Generated Popstar, Noonoouri (17:42)https://hypebeast.com/2023/9/warner-music-signs-record-deal-ai-generated-popstar-noonoouri-artificial-intelligence  Sponsor (20:29)Vaycay: Premium Wellness Products Delivered Straight to You in the US Website: www.RolloffthePain.com Podcast: www.thevaycaypodcast.com  RadnewsLast week: Jason Duncan - Founder of The Exiter Club (21:56)Next week: CJ FInley (22:26) More NewsDunkin' Features Ben Affleck And Ice Spice In Ad For New Munchkins Drink (23:40)https://adage.com/article/marketing-news-strategy/dunkin-puts-ben-affleck-and-rapper-ice-spice-ad-new-munchkins-drink/2515566Musk, Zuckerberg, Gates to Join US Senators for AI Forum (29:31)https://www.usnews.com/news/top-news/articles/2023-09-13/musk-zuckerberg-gates-to-join-us-senators-f or-ai-forumCoca-Cola launches beverage created with the help of artificial intelligence (32:10)https://www.marketingdive.com/news/soda-artificial-intelligence-AI-coca-cola-launches-beverage-AB-InBev/693376/Learn more by visiting our website at www.theradcast.comSubscribe to our YouTube channel https://www.youtube.com/c/RadicalHomeofTheRadcastIf you enjoyed this episode of The Radcast, Like, Share, and leave us a review!

More companies are phasing out feedback that bosses give workers, and replacing it with “feedforward.” Wall Street Journal reporter Alexandra Bruell joins host J.R. Whalen to explain the difference, and why companies feel the change is needed. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jared Yamamoto, RandiO, Nicole Bennett, Christina Aicklen, MikeB, and Producer George discuss everything from *NSYNC's VMA tease to lazy strippers. The gang also talks about the NL East champs, AI pop stars, Adderall abuse, and all the BIG stories from September Week 3! Want even more Power Pod? Check out the gang here: https://www.wgauradio.com/on-air/the-power-pod/.

In business, it is important to continually work to deliver Faster, Cheaper, and Better. The only way to do that is through improved performance. I'll be talking with Veronica Matthews about FeedForward Strategies to Improve Performance. Veronica L. Matthews is the Founder and Chief Leadership Coach of VLM Coaching & Consulting and is a certified Executive Leadership Coach and Corporate Trainer who uses coaching and assessments (DISC and 360° feedback), in combination with other training and development activities to improve the effectiveness of organizations by strengthening their leader's ability to engage, retain and empower their employees which results in lower turnover, higher engagement, and higher productivity. Ms. Matthews received a Diversity, Equity, and Inclusion in the Workplace certificate from the University of Southern Florida's School of Corporate Training and Professional Education and serves as a DEIBA Instructor for ICLI, the International Coaching & Leadership Institute). In addition to her work with organizations directly, Ms. Matthews also serves as an Executive Coach to Torch and FringePD. She holds a Bachelor of Business Administration, cum laude, from Howard University as well as SPHR, SHRM-SCP, and DISC and two Coaching certifications. In 2022, VLM Coaching & Consulting Services, LLC was voted one of the top 20 Leadership Development Coaching and Training organizations by Manage HR Magazine. https://www.linkedin.com/in/veronicamatthews/ Every Tuesday evening on Leadership LIVE @ 8:05! - Talking Small Business, your host Andrew Frazier is joined by experienced entrepreneurs and business owners who share their secrets to success via Livestream. You will learn about developing your business leadership skills from our roster of high-performing guest experts. Leadership LIVE is one of the many valuable resources provided through the Small Business Pro University empowering business owners to learn, profit, and grow. www.SBProU.com

Tony Luczak a Golf PRofessional and the Director of the Professional Golf Management Program at the University of Central Oklahoma. Formerly at Mississippi State, Tony earned his PhD in Human Factors Engineering and focuses on Sports Engineering and Science to Improve Performance. Tony joins #OntheMark to share his research and insights on Performance, and the Observation that "How golfers learn is more important that the information provided." Along those lines, he shares his methodology of "Thinking, Training and Practicing" for quicker learning. He also elaborates on his "ABC's of the Golf Swing": Swing Path Quantifiables vs Clubface Alignments, The Dangers of the "Gorilla" Golf swing, The Importance of Smoothness in the Golf swing, The use of Analogies for Success, Feedback and Feedforward systems, "Intent" for Success, and The use of Drills for improved learning and application. This podcast is also available as a Vodcast on YouTube. Search Mark Immelman.

In this episode, we explore how to give feedback and feedforward in a helpful and kind manner. We discuss filtering our words through the three gates: Is it true? Is it necessary? Is it kind? Focusing on behaviour rather than attacking the person is crucial for growth and understanding. We also discuss the O.R.J.I. model, which keeps feedback grounded in observed reality. We provide practical tips for giving and receiving feedback, empowering listeners to embrace their role in the feedback process.Join us as we delve into the concept of feedforward, a solution-oriented approach to feedback. We discuss the 10 commandments of constructive feedback, such as being clear and precise, avoiding personal attacks, and cultivating a culture of care and learning. Our conversations include real-life stories and insights demonstrating the power of kind feedback in transforming relationships and situations.Learn the importance of asking for permission before giving feedback and engaging in two-way conversations. We emphasise the value of listening and questioning in effective feedback exchanges. We encourage listeners to appreciate the gift of feedback and consider its potential for positive change. Before speaking, remember to let your words pass through the gates of truth, necessity, and kindness. Prepare for a feedback revolution that will enhance your communication skills and foster growth and understanding.Click

Shilpa Jain has been mediating, facilitating, and working with conflict since she was a wee lass.   In this episode she gives a rough outline of “FeedForward”, a feedback technique that aims to bridge the advantages of effective and relational feedback in the corporate and non-profit settings.   It's something that every single one of us can use in our lives, probably every day.    So important I'll probably make a snazzy video about the technique (but when?)   We also get into:   Why is it so hard to ask for feedback (or feedforward)? To give it? To receive it?   And we'll explore those questions in further detail in an upcoming episode, I hope.   What did this episode awaken in you? Don't be shy. https://www.speakpipe.com/10khshow   Pssst, remember: The only way out is through.   Show Links: Youtube: https://www.youtube.com/channel/UCF_C56bjm3HPYOvdWEfnWtw Voicemail:  https://www.speakpipe.com/10khshow Email: info@10kh.show Podcast website: http://momentumlab.com/podcast Momentum Lab: http://www.momentumlab.com   Guest References: Shilpa's Blog: https://shilpajain.substack.com/   About our sponsor: 10,000 Heroes is brought to you by Momentum Lab.    I normally refer to Momentum Lab as an experiment-based coaching program or a goal accelerator.   But it's beyond that. It's a deep investigation into Purpose, Vision, and what it takes to achieve our goals in every area of life.   If you're interested in falling in love with who you are, what you're doing, or what you're surrounded with, there's two roads:   Accepting what is Transforming your situation   We help you do both.    The best way of learning more is to sign up for our weekly email: (Momentum) Lab Notes   http://momentumlab.com/podcast  

Today, we have a very special guest, Joe Hirsch. He is the author of the Amazon bestseller book "The Feedback Fix," a must-read for everyone who wants to learn effective feedback techniques.He is also a well-known columnist for Inc. and has been on TEDx as well as an international speaker. Today, Joe will share his insights on giving effective feedback to your team members.Let's face it. Most of us dread giving constructive criticism to our employees, and we're not that effective when we do.Joe explains why our present method for feedback is flawed because it focuses on the past and is often negative, which can lead to a demotivated and unproductive team. Joe suggests we should shift our focus to the future by using feed-forward instead of feedback.Feedback focuses on the past and is often negative, while feed-forward focuses on the future and is often positive.Joe's insights are incredible and can change the landscape of our practices if properly implemented.This is one episode you need to hear.Key Takeaways-  Meet Joe Hirsch (00:52)- Moving feedback from a source of fear to joy (03:00)- Feedback vs. Feed-forward (03:50)- It's not what you say; it's what others hear (05:17)- The Feedback Fix (08:33)- The reason we often fail (19:25)- How to give feedback (23:11)- The right messenger to give feedback? (29:48)Additional Resources

Ich möchte, dass jeder in meinem Team ein High-Performer ist. Doch wie schaffe ich das? 1. Ein wichtiges Werkzeug für mich als Führungskraft ist, mit den richtigen Feedforward-Methoden mein Team in diesem Prozess zu coachen. 2. Im Review-Gespräch kann das Teammitglied sich selbst bewerten – am liebsten mache ich das zweimal im Jahr und messe hier die Ziele, den Werte-Fit und das Potenzial. 3. Daraus entwickeln wir einen Personal Development Plan und ermitteln, welche Skills die Rolle braucht und lernen darf. 4. Jeder im Team definiert klare Ziele in seiner Scorecard, damit jeder weiß, was zu tun ist - das gibt uns gemeinsam einen Performance Boost! In dieser Podcast Folge höre ich noch mehr zu Feedforward und warum Unternehmen wie eine Wärmepumpe sind. **Über die Podcaster** Michael auf LinkedIn: ► http://www.linkedin.com/in/michael-portz-362209 Christian auf LinkedIn: ► http://linkedin.com/in/christiankohlhof **Unser Buch** CHIEF OF ANYTHING: Wofür entspannt-produktive Führung die Welt verbessert Bestelle es dir noch heute auf amazon: ► https://amzn.to/2Z5IIXh **Über die CoA Academy** Weitere Informationen über die Academy, unsere Seminare und das CHIEF OF THE YEAR Remote Leadership Programm findest du auf unserer Website: ► https://coa.academy **Newsletter** Melde dich gerne zu unserem Newsletter an. Mit ihm verpasst du keine Neuigkeiten & Erfahrungen mehr von uns: ► https://bit.ly/3a9FoAQ Jetzt auch auf LinkedIn lesbar, mit und ohne Profil: ► https://bit.ly/3ALkAfL **Und noch eine große Bitte an dich:** Abonniere unseren Podcast und bleibe auf dem Laufenden. Wenn er dir hilft, eine bessere Chefin oder ein besserer Chef zu werden, effektiver zu kommunizieren oder du ihn einfach unterhaltsam findest, freuen wir uns sehr über eine 5-Sterne-Bewertung und eine Rezension. **VIELEN HERZLICHEN DANK!**

Czym jest informacja zwrotna?Krótkie wprowadzenie przy wykorzystaniu Encyklopedii Zarządzania.Informacja zwrotna to istotny element wszystkich procesów związanych z zarządzaniem. Zwana też bywa Feedbackiem, a niektórzy z uwagi na jej cel używają określenia Feedforward.Z informacji zwrotnej korzystasz na co dzień, czy jesteś tego świadomy, czy nie.Odpowiadasz na pytanie obsługi w restauracji, czy smakuje Ci potrawa. Zostawiasz komentarz w Google o punkcie wymiany opon, czy w aplikacji TripAdvisor lub Booking o wrażeniach z pobytu w określonym miejscu.Podobnie w relacjach z bliskimi. Mnie jednak chodzi przede wszystkim o informację zwrotną w środowisku zawodowym i pracy z ludźmi.Informacja zwrotna może mieć charakter:informacji pozytywnej i negatywnej, czy też krytycznej To główne zadanie feedbacku. Informowanie zarówno o dobrze wykonanej pracy, staraniach i postępach, jak i o obszarach wymagających dalszej pracy, jest kluczowym elementem rozwoju człowieka i organizacji. Ma to bezpośrednie przełożenie na efekty pracy, motywację, wyniki, czy markę organizacji - emplyer branding.może być formalna lub nieformalna Formalna, czyli w pewnym sensie uregulowana wewnętrznymi instrukcjami i regulaminami. Zwykle regularna i wsparta narzędziami w postaci arkuszy ocen, checklistami. Nieformalna informacja zwykle jest spontaniczna i bardziej subiektywna. Występuje zwykle częściej i odnosi się do bieżących działań i ich efektów.A w związku z tym będzie pełnić różne funkcje.Funkcje informacji zwrotnej:korygowanie postawy / zachowania Błędnie rozumiana i głównie w tym celu stosowana informacja zwrotna powoduje, że na samo hasło feedbacku jeżą się włosy na głowie i ludziom uginają się nogi w kolanach. To niepotrzebny stres, ale potrzebna praktyka. Pracownicy (w tym szefowie) powinni możliwie często otrzymywać informację zwrotną (zwykle nieformalną) na temat ich działań. Tylko dzięki dobrze prowadzonym rozmowom można oczekiwać zmiany w działaniu, czy postawie pracownika.Stabilizacja Wtedy pracownik otrzymuje informacje zarówno pozytywną, jak i tą korygującą. To dobry sposób prowadzenia rozmowy, bo z jednej strony jest jasny komunikat na temat tego co wymaga poprawy, jak i tego, co działa dobrze.motywacja Jedną z podstawowych funkcji menedżera jest utrzymywanie możliwie wysokim motywacji do pracy członków organizacji. To trudne zadanie, a łatwo może wyglądać wyłącznie na infografikach, czy w książkach, gdzie teoria zwykle mocno odstaje od realiów. Dlatego za chwilę dam Ci realne przykłady stosowania, jak i zaniechania informacji zwrotnych.To tyle z teorii, która jak wspomniałem, jest trudna, ale konieczna do zastosowania.Czas na praktykęWięcej na: https://rozwojosobistydlakazdego.pl/rodk225Wesprzyj podcast na: https://patronite.pl/RODKWebinar 24 kwietnia 2023, godzina 19:00https://kurspodcastu.online/webinar

Episode 3-286 – Do You Appreciate FeedForward Podcast Summary Feedforward is the idea of looking ahead to what is desired versus looking back on failures or missteps Feedforward must be welcomed for it to work. Leaders must encourage feedforward – even if it is uncomfortable. Leaders who encourage feedforward encourage a culture of transparency for he benefit of all ***New Fiction Book soft Release: LiftOff to Landing - Revealing Stories of Strangers in Flight, check it out on Amazon at https://www.amazon.com/dp/B0BW28MNJ6 #DoYouHaveACoupleOfMInutes #Inspire #Think #Learn #Grow #Fulfilled #LiveFulfilled #Liberate #Illuminte #Amplify #PositiveChange #Leadership #Mentor #Coach #Develop #Lead #Listen #Encourage #Feelings #Intent #Expectations #PetrinaGooch #Petrina #TakeTheGoodTakeTheBad #Perfection #Imperfections #ShowingUp #ShowUpOpen #Self #SelfImprovement #SelfCare #Change #Listen #Understand #Communication #Awareness #enlightenment #problemsolving #decisionmaking #ShowinUp #Choice #FeedForward

You already know that feedback is an important part of growth. All of us need to be given the chance to view our work critically so we can find the areas that need improvement.This is especially true of you as a leader. To build a school of excellence, you need to be able to receive honest feedback from trusted members of your team.But feedback—as its name suggests—is focused on the past. As a result, it often focuses too much on the mistakes that were made, and this understandably causes people to get defensive or shut down.A different approach is to provide feedforward. In contrast to feedback, feedforward focuses on the future, pointing out opportunities for growth rather than mistakes.This change in perspective not only reduces feelings of judgment, but also reinforces positive interpersonal relationships that make it easier to break through barriers and progress toward excellence.In this week's podcast episode, I'm closing out our series on Decoding Your Culture by discussing how to use feedforward to drive growth among you and your team.Join me for a conversation about:The difference between feedback and feedforwardWhat feedforward looks like in conversationWhat to keep in mind when giving and receiving feedforwardHow to manage emotions when receiving feedforwardHow to discern from whom you should seek out feedforwardLearn more and apply for the Director's Inner Circle & Owner's HQ: http://Chanie.me/jointhedic In addition to reaching out to us with your questions and suggestions, you can continue your education and growth by joining our Owner's Only HQ and Director's Inner Circle. As a member, you'll gain access to tools, resources, community, and coaching that will help you grow in ways you never imagined. More about the show:If you are an Early Childhood director or owner, prepare to transform your school and life with the Schools of Excellence podcast. Tune in each week to learn from Chanie Wilschanski, the founder and host of the Schools of Excellence Podcast and a mom of 4 little kids. Each episode will be packed with tools and strategies – equipping you to build schools with higher staff retention, teacher motivation, parent partnership, collaborative culture, and beautiful quality of life. Every week, Chanie shares the truth about the journey to excellence, the strategies that are working TODAY, and the mindset about the critical decisions and choices that you make every day which impact yourself, your teachers, parents, family, and children who you serve every day.

Dr. Joe Hirsch is an expert at helping individuals, leaders, and organizations design and deliver feedback without fear. He is now a renowned TEDx and global keynote speaker, but just seven years ago, Joe was living a very different reality in which he did everything he could to avoid receiving any feedback from anyone. Joe and Tracy's conversation centers on what happens when we infuse our conversations and relationships with courageousness and how giving fearless feedback can really transform our future for ourselves and others. Feedforward and mirror holding are two juicy terms that you are going to want to remember and implement in all of your relationships. You are going to be on the edge of your seat when you hear about Dr. Hirsch's groundbreaking methods and how we can all become better leaders, partners, parents, and all around better people!  Key Points: Growth hurts and it is hard. [03:24] Feedback starts before you even open your mouth. [06:58] “Feedforward” is a new way of thinking that was first introduced by Marshall Goldsmith, and Joe Hirsch uses the science and strategy to turn people into problem solvers.  Joe Hirsch has used his practices of giving feedback with many major companies and corporations. [09:16] Just five to seven years ago, Joe was not someone who practiced what he is now preaching. [11:46] A very basic human truth we should all acknowledge to fix the future for ourselves and others Mirror holding is the essential act of “feedforward” and can open up new perspectives one may not have had access to before. [17:37] The goal of mirror holding is not to force change, but to provoke an insight. [23:09] How leaders can use mirror holding as an act of empowerment  How the “forgetting curve” impacts our approach to giving feedback [28:37] Feedback Wrap: A four-part plan to beautifully wrap up these conversations, to change the dynamics from fear to joy, from power to partnership, and ultimately, from accountability to agency [33:44] Feedback is about relationships. [47:24] Memorable Quotes:  “Growth hurts, growth is challenging, growth is painful. And growth pushes us past our boundaries.” “It's no longer about power, it's about partnership. It's no longer about ratings only. It's about relationships. And it's about activating people's deepest desires for agency and for affirmation, and not pinning them to a past that they can't change or control.” “You can't go back and change the past. But you can start right where you are and fix the future.” Links: Website: www.joehirsch.me TEDx: https://www.ted.com/talks/joe_hirsch_the_joy_of_getting_feedback Book: https://www.amazon.com/Feedback-Fix-Embrace-Future-Change/dp/1475826591 Podcast:  https://open.spotify.com/show/0Hk8FyFkgiGrlocemkBLCd?si=7f3be9c5c618425f LinkedIn: https://www.linkedin.com/in/joemhirsch/ Twitter: https://twitter.com/joemhirsch

The Feedback Journey   Not being able to handle feedback and not knowing how to show up caused emotional blindness.   Why people run away from Feedback   Feedback does affect us neurobiologically—we are tossed into a toxic state of stress. The experience of getting feedback is not only unpleasant but physically debilitating.   People run away from giving and receiving feedback for fear of the unknown. We end up doing a lot of feedback aversion and not a lot of feedback conversion. We approach feedback with fear, hesitation and skepticism. But feedback is meant to help people.    Think of feedback as something to grow from, not only as something to go through.   The 3M Method of Feedback: MINDSET   Feedback is a two-way dynamic, but if we get the giving of feedback right, we can do more service for the receiver.   Align these things to give feedback right:   Mindset - Come to terms with the fact that the past is unchangeable. Orient yourself towards a future that can evolve. The sooner you make the shift, the sooner you can be positioned for growth, not fear.   "FeedFORWARD" is strengths-based, future-focused feedback that doesn't dwell in the past— a place of possibility and potential. It is where human potential evolves. The 3M Method of Feedback: MESSAGING   Stop serving a praise sandwich—a diminished message. It serves neither the giver nor the receiver. Praise, when rooted on effort and process, pays and is a powerful motivator. But the problem is when you sandwich it—you dilute the message.  Praise sandwich dilutes trust and tarnish the relationship between the giver and receiver of feedback.   The Feedback WRAP   Feedback WRAP (What and where, Reason, Affect and Prompt) is a four-part plan for having more candid, caring and collaborative conversations confronting issues that matter when they matter most and it delivers the information in a just-in-time fashion to help people's determination to change.   What and Where: Give your feedback a zip code. Be really clear about the intention—let people know very clear what are you going to talk about. Reason: Tell your reason to give people awareness and a sense of security or certainty. Affect: Think about impact, not judgment, describe not prescribe. Focus not on what they did but on how others experienced it. Name it, not blame it. Prompt: Shift from telling and selling to listening and learning.   Feedback becomes a partnership, a two-way dialogue. Always ask for permission to share a feedback, move it on a neutral ground.   The 3M Method of Feedback: MEASURE   Best way to create accountability is to create self-accountability. Help people take charge of their own path of progress.    As the giver, encourage the receiver to look back at their goals and check back in to reassess. Feedback will happen more frequently and fluidly.   Being a mirror-holder for people receiving the feedback shifts the dynamics from "doing to the person" to "doing for the person." Joe's Best Medicine: Partnership

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Check out my short video series about what's missing in AI and Neuroscience. Support the show to get full episodes and join the Discord community. Matthew Larkum runs his lab at Humboldt University of Berlin, where his group studies how dendrites contribute to computations within and across layers of the neocortex. Since the late 1990s, Matthew has continued to uncover key properties of the way pyramidal neurons stretch across layers of the cortex, their dendrites receiving inputs from those different layers - and thus different brain areas. For example, layer 5 pyramidal neurons have a set of basal dendrites near the cell body that receives feedforward-like input, and a set of apical dendrites all the way up in layer 1 that receives feedback--like input. Depending on which set of dendrites is receiving input, or neither or both, the neuron's output functions in different modes- silent, regular spiking, or burst spiking. Matthew realized the different sets of dendritic inputs could signal different operations, often pairing feedforward sensory--like signals and feedback context-like signals. His research has shown this kind of coincidence detection is important for cognitive functions like perception, memory, learning, and even wakefulness. We discuss many of his ideas and research findings, why dendrites have long been neglected in favor of neuron cell bodies, the possibility of learning about computations by studying implementation-level phenomena, and much more. Larkum Lab.Twitter: @mattlark.Related papersCellular Mechanisms of Conscious Processing.Perirhinal input to neocortical layer 1 controls learning. (bioRxiv link: https://www.biorxiv.org/content/10.1101/713883v1)Are dendrites conceptually useful?Memories off the top of your head.Do Action Potentials Cause Consciousness?Blake Richard's episode discussing back-propagation in the brain (based on Matthew's experiments) 0:00 - Intro 5:31 - Background: Dendrites 23:20 - Cortical neuron bodies vs. branches 25:47 - Theories of cortex 30:49 - Feedforward and feedback hierarchy 37:40 - Dendritic integration hypothesis 44:32 - DIT vs. other consciousness theories 51:30 - Mac Shine Q1 1:04:38 - Are dendrites conceptually useful? 1:09:15 - Insights from implementation level 1:24:44 - How detailed to model? 1:28:15 - Do action potentials cause consciousness? 1:40:33 - Mac Shine Q2