<?xml version="1.0" encoding="UTF-8"?>
<rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:wfw="http://wellformedweb.org/CommentAPI/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
	xmlns:slash="http://purl.org/rss/1.0/modules/slash/"
	>

<channel>
	<title>Frontline Leadership &#187; Giving Feedback</title>
	<atom:link href="http://www.frontlineleadership.com/category/giving-feedback/feed/" rel="self" type="application/rss+xml" />
	<link>http://www.frontlineleadership.com</link>
	<description>The Leadership Blog of James Brava</description>
	<lastBuildDate>Tue, 27 Jul 2010 02:46:02 +0000</lastBuildDate>
	
	<language>en</language>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
			<item>
		<title>Five Reasons to Feedforward</title>
		<link>http://www.frontlineleadership.com/2010/05/five-reasons-to-feedforward/</link>
		<comments>http://www.frontlineleadership.com/2010/05/five-reasons-to-feedforward/#comments</comments>
		<pubDate>Mon, 24 May 2010 22:59:29 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Giving Feedback]]></category>
		<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Feedforward]]></category>
		<category><![CDATA[Frontline Leadership]]></category>
		<category><![CDATA[Frontline Management]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=593</guid>
		<description><![CDATA[In last week’s post, “What’s the Difference between Feedback and Feedforward”, I noted that discussions that are mostly past focussed feel more like an interrogation that creates defensiveness. On the other hand, discussions that are mostly future focussed feel like a supportive coaching discussion that emphasises problem solving and creates opportunities. Consequently, in many situations you face day-to-day, feedforward makes much more sense than feedback.]]></description>
		<wfw:commentRss>http://www.frontlineleadership.com/2010/05/five-reasons-to-feedforward/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>What&#8217;s the Difference between Feedback and Feedforward?</title>
		<link>http://www.frontlineleadership.com/2010/05/whats-the-difference-between-feedback-and-feedforward/</link>
		<comments>http://www.frontlineleadership.com/2010/05/whats-the-difference-between-feedback-and-feedforward/#comments</comments>
		<pubDate>Tue, 18 May 2010 00:22:00 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Giving Feedback]]></category>
		<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Feedforward]]></category>
		<category><![CDATA[Frontline Management]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=564</guid>
		<description><![CDATA[We know what feedback is, even if we frequently don’t like receiving it. And we don’t like receiving it for good reason. Imagine a time in the past when you held a job in another organisation. The ‘phone rings and when you pick it up your boss is on the line. He says something like, “I want to see you in my office. Got some feedback for you.” What would you be expecting to hear about?]]></description>
		<wfw:commentRss>http://www.frontlineleadership.com/2010/05/whats-the-difference-between-feedback-and-feedforward/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Frontline Leadership is a Contact Sport</title>
		<link>http://www.frontlineleadership.com/2010/03/frontline-leadership-is-a-contact-sport/</link>
		<comments>http://www.frontlineleadership.com/2010/03/frontline-leadership-is-a-contact-sport/#comments</comments>
		<pubDate>Mon, 22 Mar 2010 23:00:49 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Giving Feedback]]></category>
		<category><![CDATA[Leadership Skills]]></category>
		<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Frontline Management]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=465</guid>
		<description><![CDATA[Generally frontline leadership development is focussed on an event, such as a training workshop. However, effective leadership development is more of a process which occurs over a period of time. This means that it requires much more than attending a training workshop. It requires on-going support, follow-up and feedback. In short, it requires on-going contact.]]></description>
		<wfw:commentRss>http://www.frontlineleadership.com/2010/03/frontline-leadership-is-a-contact-sport/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>How to Kick Butt by Asking Questions</title>
		<link>http://www.frontlineleadership.com/2010/01/how-to-kick-butt-by-asking-questions/</link>
		<comments>http://www.frontlineleadership.com/2010/01/how-to-kick-butt-by-asking-questions/#comments</comments>
		<pubDate>Fri, 29 Jan 2010 06:50:06 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Giving Feedback]]></category>
		<category><![CDATA[Asking Questions]]></category>
		<category><![CDATA[Corrective Feedback]]></category>
		<category><![CDATA[Frontline Management]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=256</guid>
		<description><![CDATA[Last week we checked out why you would ask questions to kick butt. This week we’ll examine how you might go about this.]]></description>
		<wfw:commentRss>http://www.frontlineleadership.com/2010/01/how-to-kick-butt-by-asking-questions/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Learning to give effective feedback</title>
		<link>http://www.frontlineleadership.com/2009/10/learning-to-give-effective-feedback/</link>
		<comments>http://www.frontlineleadership.com/2009/10/learning-to-give-effective-feedback/#comments</comments>
		<pubDate>Mon, 26 Oct 2009 22:12:15 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Giving Feedback]]></category>
		<category><![CDATA[Balanced Feedback]]></category>
		<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Critical Behaviours]]></category>
		<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[Frontline Leadership]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=58</guid>
		<description><![CDATA[There is a distinct art in giving praise or feedback.  As a frontline leader or manager, if you can master this concept you open the door to develop engaged and motivated employees. ]]></description>
		<wfw:commentRss>http://www.frontlineleadership.com/2009/10/learning-to-give-effective-feedback/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
	</channel>
</rss>
