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	<title>Feedback &#8211; Align4Profit</title>
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		<title>Kairos for leaders</title>
		<link>http://align4profit.com/kairos-for-leaders/</link>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Mon, 18 Feb 2019 05:03:55 +0000</pubDate>
				<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Leadership Development]]></category>
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					<description><![CDATA[Great leaders and effective managers have all learned to capitalize on moments that matter. In The Three Questions, the great Russian writer Leo Tolstoy instructs readers that there is only<span class="excerpt-hellip"> […]</span>]]></description>
		
		
		
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		<title>Establishing a Feedback-rich Culture Makes Any Company Better</title>
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		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Fri, 01 Jun 2018 15:32:10 +0000</pubDate>
				<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Leadership Development]]></category>
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					<description><![CDATA[Why then are so many companies struggling to foster a culture of feedback? We believe many managers still lack the skills, knowledge, or courage to provide people with direct, high-quality,<span class="excerpt-hellip"> […]</span>]]></description>
		
		
		
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		<title>Providing Tough Feedback Doesn’t Need to Be Terrifying</title>
		<link>http://align4profit.com/providing-tough-feedback-doesnt-need-to-be-terrifying/</link>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Fri, 01 Jun 2018 13:47:09 +0000</pubDate>
				<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Leadership Development]]></category>
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		<category><![CDATA[feedback]]></category>
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					<description><![CDATA[Giving someone constructive criticism can be stressful especially when the feedback is challenging. At the same time providing redirecting feedback to employees can improve performance, enhance commitment, and show care<span class="excerpt-hellip"> […]</span>]]></description>
		
		
		
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		<title>A 4 step-process to create psychological safety during feedback.</title>
		<link>http://align4profit.com/a-4-step-process-to-create-psychological-safety-during-feedback/</link>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Fri, 01 Jun 2018 12:04:38 +0000</pubDate>
				<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Leadership Skills]]></category>
		<category><![CDATA[Leadership Training]]></category>
		<category><![CDATA[feedback]]></category>
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		<category><![CDATA[performance]]></category>
		<guid isPermaLink="false">https://align4profit.com/?p=15523</guid>

					<description><![CDATA[In order to effectively influence others, it is essential to communicate in a way that ensures involvement and commitment. Barbara Fredrickson at the University of North Carolina has found that<span class="excerpt-hellip"> […]</span>]]></description>
		
		
		
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		<title>Want your managers to be seen as more effective?</title>
		<link>http://align4profit.com/want-your-managers-to-be-seen-as-more-effective/</link>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Thu, 31 May 2018 12:40:33 +0000</pubDate>
				<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Leadership Training]]></category>
		<category><![CDATA[Effective Feedback]]></category>
		<category><![CDATA[performance]]></category>
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					<description><![CDATA[Guide them towards dishing out WAY more positive feedback. Research shows that people see leaders as more effective when they give praise. Obviously the feedback of a job well done<span class="excerpt-hellip"> […]</span>]]></description>
		
		
		
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		<title>Construal Leadership: How employees construe your direction</title>
		<link>http://align4profit.com/construal-leadership-how-employees-construe-your-direction/</link>
					<comments>http://align4profit.com/construal-leadership-how-employees-construe-your-direction/#respond</comments>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Mon, 25 May 2015 05:00:47 +0000</pubDate>
				<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Leader as Coach]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Leadership Intimacy]]></category>
		<category><![CDATA[REAL Communication]]></category>
		<category><![CDATA[Social Intimacy]]></category>
		<category><![CDATA[construal leadership]]></category>
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					<description><![CDATA[In psychology a concept called &#8220;construals&#8221; looks at how individuals interpret the world around them, and especially the way they expect others to behave with regard to themselves. You&#8217;re right<span class="excerpt-hellip"> […]</span>]]></description>
		
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		<title>4 Reasons for Feedback from Multiple Sources</title>
		<link>http://align4profit.com/4-reasons-feedback-multiple-sources/</link>
					<comments>http://align4profit.com/4-reasons-feedback-multiple-sources/#respond</comments>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Mon, 04 Aug 2014 05:00:41 +0000</pubDate>
				<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Leader as Coach]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Leadership Intimacy]]></category>
		<category><![CDATA[REAL Communication]]></category>
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					<description><![CDATA[Feedback from multiple sources is always more reliable than any one source. Especially when the feedback conflicts with what someone already believes to be true. For example, if one person<span class="excerpt-hellip"> […]</span>]]></description>
		
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		<title>Where Do You Stand on the Feedback Staircase?</title>
		<link>http://align4profit.com/stand-feedback-staircase-2/</link>
					<comments>http://align4profit.com/stand-feedback-staircase-2/#respond</comments>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Mon, 17 Mar 2014 07:05:52 +0000</pubDate>
				<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[REAL Communication]]></category>
		<category><![CDATA[feedback staircase]]></category>
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					<description><![CDATA[Great leaders understand that if they want their employees to improve, they have to give each one honest, direct, and timely feedback. And the same goes for leaders. To improve,<span class="excerpt-hellip"> […]</span>]]></description>
		
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		<title>Real Feedback Creates Really Great Leaders</title>
		<link>http://align4profit.com/real-feedback-creates-really-great-leaders/</link>
					<comments>http://align4profit.com/real-feedback-creates-really-great-leaders/#respond</comments>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Mon, 12 Aug 2013 03:06:59 +0000</pubDate>
				<category><![CDATA[Feedback]]></category>
		<category><![CDATA[Leader as Coach Tips & Tools]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[REAL Communication]]></category>
		<category><![CDATA[coaching]]></category>
		<category><![CDATA[feedback]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[leadership coaching]]></category>
		<category><![CDATA[performance]]></category>
		<guid isPermaLink="false">http://align4profit.com/?p=2446</guid>

					<description><![CDATA[Why do leaders accept mediocre performance and allow their team members and peers to continue their normal dysfunctional behavior? It’s not an easy question to answer, because the answer resides<span class="excerpt-hellip"> […]</span>]]></description>
		
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