{"id":39997,"date":"2025-10-14T13:49:59","date_gmt":"2025-10-14T13:49:59","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/personal-development-leadership-professional-certificate-2\/lessons\/lesson-2-feedback-3\/"},"modified":"2025-10-14T13:49:59","modified_gmt":"2025-10-14T13:49:59","slug":"lesson-2-feedback-3","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/sample-course\/lessons\/lesson-2-feedback-3\/","title":{"rendered":"Lesson 2 : Feedback"},"content":{"rendered":"

\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Lesson 2: Self-awareness and reflection
\n<\/h2>\n

Feedback<\/h3>\n

Feedback is the continuous process of learning and clearing expectations.<\/h5>\n
When you give someone feedback, you would be giving them insights on what happened and what you expect to happen in the future.<\/h5>\n
Same works as when you get feedback, it’s someone else sharing their perspective about something and they could also share something in return to help clear out the future vagueness.<\/h5>\n
Feedback should be regular and the best feedback is done spontaneously because it doesn’t contain any filtration, only for the open minds who are willing to accept it.<\/h5>\n
Asking for feedback could be an easy thing to do for the ones who are open to listening and want to improve.<\/h5>\n
It also could be a difficult thing to do for the ones who are too afraid of getting input on what they are doing or might be assuming that it would be bad so they’re avoiding getting their feelings hurt.<\/h5>\n
Feedback can serve a number of purposes and take a different form.<\/h5>\n
Feedback can be provided as a single entity_ for example,_ informal feedback on a team member’s understanding of a task’s nature or outcome in a team meeting.<\/h5>\n
Or it can be a combination of multiple entities, for example, formal feedback when you’re doing a performance review session.<\/h5>\n
Each has its place in enhancing and maximizing the team member’s development and accordingly, where possible, through your leadership journey you will be providing a range of feedback types.<\/h5>\n
Let’s skim through 3 of the most that you might be exposed to and take each one quickly:<\/h5>\n
\n\n\t\t\t\t\t Formal Feedback:
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
It’s the type of feedback you would be provided by the end of a quarter or monthly KPIs meeting.
Its purpose is to give insight after the completion of a specific deadline and usually happens in a scheduled session.
This type of discussion is the type that gets recorded and can include great discussions like a promotion or praise for a job well done
and can also include tough discussions of disciplinary actions or dismissals but at the end of the day, they are a necessity for a leader to conduct and be good at it.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Formative Feedback:
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
It’s the type of feedback that you give on the go, the one that you would give on weekly progress meetings.
The main goal of it is to provide insight into monitoring behaviors or smaller accomplishments.
As mentioned before, giving regular feedback will always help your team become better and more aware of what they are doing instead of being surprised by the deadline.
Your role is to help them and therefore, we encourage frequent formative feedback as much as needed, even if it’s a 10 minutes coffee discussion.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Constructive Feedback
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
This one has more to cover up.
Constructive feedback is one of the best things leaders can provide to their team.
When delivered properly it can reinforce positive behavior, correct any negative performance, and ensure a strong culture remains in your team.
All of your feedback sessions must be on a basis of constructive feedback.
Constructive feedback is focusing on the issue instead of the person and discussing how it can be resolved which should be part of any type of feedback that you give and it has a specific structure based on the conversation that you can follow according to four types of it:<\/h5>\n<\/details>\n
It’s the type of feedback you would be provided by the end of a quarter or monthly KPIs meeting.
Its purpose is to give insight after the completion of a specific deadline and usually happens in a scheduled session.
This type of discussion is the type that gets recorded and can include great discussions like a promotion or praise for a job well done
and can also include tough discussions of disciplinary actions or dismissals but at the end of the day, they are a necessity for a leader to conduct and be good at it.<\/h5>\n
It’s the type of feedback that you give on the go, the one that you would give on weekly progress meetings.
The main goal of it is to provide insight into monitoring behaviors or smaller accomplishments.
As mentioned before, giving regular feedback will always help your team become better and more aware of what they are doing instead of being surprised by the deadline.
Your role is to help them and therefore, we encourage frequent formative feedback as much as needed, even if it’s a 10 minutes coffee discussion.<\/h5>\n
This one has more to cover up.
Constructive feedback is one of the best things leaders can provide to their team.
When delivered properly it can reinforce positive behavior, correct any negative performance, and ensure a strong culture remains in your team.
All of your feedback sessions must be on a basis of constructive feedback.
Constructive feedback is focusing on the issue instead of the person and discussing how it can be resolved which should be part of any type of feedback that you give and it has a specific structure based on the conversation that you can follow according to four types of it:<\/h5>\n
\n\n\t\t\t\t\t Negative constructive feedback:
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
It’s about corrective comments for the past. It should focus on the behaviors that were not successful and shouldn’t be repeated. For example: “Calling prospects at 8 AM hasn’t been working well for your prospecting task”<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Positive constructive feedback:
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
it’s about affirming comments about the past.
It should focus on behavior that was successful and should be continued.
For example: “You’ve successfully closed 8 leads out of the 10 leads assigned to you, great work!”<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Negative constructive feed-forward:
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
It’s about corrective comments about future performance.<\/h5>\n
It should focus on the behaviors that should be avoided in the future.<\/h5>\n
For example: “Since emailing customers didn’t work, maybe we shouldn’t use emails to communicate with them anymore.”<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t It’s about affirming comments about future behavior.
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Positive constructive feed-forward:<\/h5>\n
It should focus on the behaviors that will improve performance in the future.<\/h5>\n
For example: “I suggest contacting prospects at 12PM, maybe it will help increase the response rate.”<\/h5>\n<\/details>\n
It’s about corrective comments for the past. It should focus on the behaviors that were not successful and shouldn’t be repeated. For example: “Calling prospects at 8 AM hasn’t been working well for your prospecting task”<\/h5>\n
it’s about affirming comments about the past.
It should focus on behavior that was successful and should be continued.
For example: “You’ve successfully closed 8 leads out of the 10 leads assigned to you, great work!”<\/h5>\n
It’s about corrective comments about future performance.<\/h5>\n
It should focus on the behaviors that should be avoided in the future.<\/h5>\n
For example: “Since emailing customers didn’t work, maybe we shouldn’t use emails to communicate with them anymore.”<\/h5>\n
Positive constructive feed-forward:<\/h5>\n
It should focus on the behaviors that will improve performance in the future.<\/h5>\n
For example: “I suggest contacting prospects at 12PM, maybe it will help increase the response rate.”<\/h5>\n
There’s nothing that beats being prepared and well-informed before providing feedback to any of the team members.<\/h5>\n
Knowing which type of feedbackand constructing it better, will give you a better opportunity to communicate with your team members on a clearer level.<\/h5>\n
Above else, as a leader, you need to also train yourself on asking for feedback and receiving feedback which is what we will be covering in the next topics!<\/h5>","protected":false},"comment_status":"open","ping_status":"closed","template":"","class_list":["post-39997","lesson","type-lesson","status-publish","hentry"],"yoast_head":"\nLesson 2 : Feedback - Certifeka-edu<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/certifeka-edu.com\/ar\/programs\/sample-course\/lessons\/lesson-2-feedback-3\/\" \/>\n<meta property=\"og:locale\" content=\"ar_AR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Lesson 2 : Feedback - Certifeka-edu\" \/>\n<meta property=\"og:description\" content=\"Lesson 2: Self-awareness and reflection Feedback Feedback is the continuous process of learning and clearing expectations. 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