solved Respond to the discussion board postPart A L. T1. Describe

Respond to the discussion board postPart A L. T1. Describe an example when you gave candid feedback to someone.When I worked in retail, while training new associates we would “role play” customer and sales associate. During this training session, the new associate would have to show the trainer how they would perform the necessary steps to achieve the sale with a guest. After the new sales associate has completed this, the trainer then provides feedback and what can be done better. The associate I was training at the time was very new to retail and, if I remember correctly, this was their first job. The associate was very quiet, meek; they didn’t quite POP. We provided feedback on how to be more vocal and gave tips on how to be more relaxed. 2. Did it go as planned? Were they angry? Were they appreciative?The associate was very receptive to the constructive criticism, because it was in fact just that – constructive. Since the associate was receptive to the feedback, they made the necessary changes to be more successful in getting the sale.3. What did you learn from that experience? I learned that as long as you are constructive and positive when providing feedback that people will be receptive to it. I’ve experienced personally some trainers that do not have patience for mistakes and will be rude, which does not benefit anyone in the situation and is not indicative of a great leader/mentor.4. What are some common issues with giving and receiving feedback? A lot of issues I see is tone. The tone you use when giving feedback is so important to me. If you talk to people with respect, you will get respect in return. I firmly believe this. Another issue is what I previously touched on, which is not having the patience for new people. There are some trainers that have absolutely zero business in being a trainer, due to their lack of self-awareness and people skills.5. Describe how you may prepare to receive and give feedback? I know to not take things personally, unless it’s blantantly obvious. I know that there is room for improvement in every aspect of myself and my life, so I do not have a negative relationship with feedback. When giving feedback, I make sure to highlight the things that were done right. Positive reenforcement is important in keep self confidence high. Then I touch on the apects that can be changed/improved upon, but in a positive, non-demeaning manner. Part BSelect three roles that you believe would be most valuable in sharing their leadership competency feedback.1. Why did you select these roles? I chose direct manager’s manager, direct manager, and internal peers. I chose my direct manager’s manager because I wanted to get feedback from someone in a leadership role. I chose my direct manager for feedback from a managerial perspective. I chose internal peers so that I could gather feedback from associates equivalent to myself to get a better idea of how to improve. All of these are essential, to me, because it touches all the bases that I deem important in improving one’s self. 2. What is the value of each of these roles? Each of these roles have significant value. The leadership feedback will help to gain a realistic future outlook on how to improve myself and the mentality needed to be a sufficient leader. The internal peers can provide feedback that I may not be aware of myself and can have a better understanding of my weaknesses/strengths in leadership. The value in requesting feedback from my direct manager is beneficial because this is a superior that works directly with me daily and would know how to better advise me.3. What do the roles represent? All of the above roles represent perspectives and different outlets of constructive criticism. These roles are all essential in maintaining a successful organization. Without any of these roles, the business would be nonexistent.