What I liked about the weekly coaching sessions was that you could talk about your personal and professional goals and knowing that someone’s keeping a tab on it so that you don’t take them lightly (which is a human tendency!). I also liked how you could get alternative ways of solving your technical issues or a direction towards the path where you might find the answers you want. It’s always good to know that there’s someone you can look up to and discuss your problems. What can be improved – I feel if the coach can perhaps create a weekly challenge/task (for e.g. a technical questionnaire with just 1-2 exercises or even a challenge related to personal goals) that’d be really helpful. After all, taking out 1 hour out of your routine ain’t much of an ask and it’d teach you something about time management too.
“Feedback is the breakfast of champions.” Ken Blanchard. Feedback should be timely, on a cadence, effective to elucidate objectively what occurred. If it is positive, it enables repetition; if redirecting, it enables correction. The ability to detach subjectivity from feedback is difficult and takes deliberation and practice. Outlined is a simple structure whose application can pave the path to gracefully give and receive feedback. STAR/AR Feedback STAR/AR is an acronym for ST: Situation/Task A: Action taken against the situation/task R: Result A: Alternate Action R: Alternate Result STAR is for reinforcing (positive) feedback, STAR/AR is for redirecting (critical) feedback. STAR example Situation/Task: We were struggling with the daily report Action: You introduced and conducted sessions to the new process for the daily report Result: We streamlined our daily report STAR/AR example Situation/Task: We introduced a new process for the daily report Acti
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