Most of us understand learning either from a didactic or academic sense.
We acquire knowledge through an instructor, reading books or taking courses.
Internalizing and applying that learning depends on the insights gleaned by the learner and motivation to act on those insights.
Learning from feedback on performance works in a similar fashion.
The leaders’ perspective of how a team member performs is based on observation but that does not mean that feedback is timely or provides the insights and motivation for learning and course correction.
What’s often missing in feedback is the clear impact of that performance or behaviour on others or the business.
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