<?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>feedback &#8211; Align4Profit</title>
	<atom:link href="http://align4profit.com/tag/feedback/feed/" rel="self" type="application/rss+xml" />
	<link>http://align4profit.com</link>
	<description>We help leaders create workplaces where everyone profits.</description>
	<lastBuildDate>Wed, 04 Jul 2018 12:47:12 +0000</lastBuildDate>
	<language>en-US</language>
	<sy:updatePeriod>
	hourly	</sy:updatePeriod>
	<sy:updateFrequency>
	1	</sy:updateFrequency>
	<generator>https://wordpress.org/?v=6.5.5</generator>

<image>
	<url>http://align4profit.com/wp-content/uploads/2016/12/fav-50x50.png</url>
	<title>feedback &#8211; Align4Profit</title>
	<link>http://align4profit.com</link>
	<width>32</width>
	<height>32</height>
</image> 
	<item>
		<title>Establishing a Feedback-rich Culture Makes Any Company Better</title>
		<link>http://align4profit.com/establishing-a-feedback-rich-culture-makes-any-company-better/</link>
		
		<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>
		<category><![CDATA[Leadership Skills]]></category>
		<category><![CDATA[Leadership Training]]></category>
		<category><![CDATA[feedback]]></category>
		<guid isPermaLink="false">http://align4profit.com/?p=15544</guid>

					<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>
		
		
		
			</item>
		<item>
		<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>
		<category><![CDATA[Leadership Skills]]></category>
		<category><![CDATA[feedback]]></category>
		<category><![CDATA[performance]]></category>
		<guid isPermaLink="false">https://align4profit.com/?p=15534</guid>

					<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>
		
		
		
			</item>
		<item>
		<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>
		<category><![CDATA[leadership training]]></category>
		<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>
		
		
		
			</item>
		<item>
		<title>12 Ways to Give Great Feedback</title>
		<link>http://align4profit.com/12-ways-to-give-great-feedback/</link>
					<comments>http://align4profit.com/12-ways-to-give-great-feedback/#respond</comments>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Mon, 27 Jul 2015 05:00:30 +0000</pubDate>
				<category><![CDATA[Leader as Coach]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Leadership Training]]></category>
		<category><![CDATA[feedback]]></category>
		<guid isPermaLink="false">http://align4profit.com/?p=8992</guid>

					<description><![CDATA[Too often feedback afflicts both managers and employees with fear and loathing—the fear of an upcoming feedback session and the loathing that follows. All of it unnecessary. Keeping ten positive<span class="excerpt-hellip"> […]</span>]]></description>
		
					<wfw:commentRss>http://align4profit.com/12-ways-to-give-great-feedback/feed/</wfw:commentRss>
			<slash:comments>0</slash:comments>
		
		
			</item>
		<item>
		<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>
		<category><![CDATA[feedback]]></category>
		<guid isPermaLink="false">http://align4profit.com/?p=5894</guid>

					<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>
		
					<wfw:commentRss>http://align4profit.com/4-reasons-feedback-multiple-sources/feed/</wfw:commentRss>
			<slash:comments>0</slash:comments>
		
		
			</item>
		<item>
		<title>One Feedback Style Does Not Fit All</title>
		<link>http://align4profit.com/one-feedback-style-fit/</link>
					<comments>http://align4profit.com/one-feedback-style-fit/#respond</comments>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Mon, 09 Jun 2014 05:00:49 +0000</pubDate>
				<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[feedback]]></category>
		<category><![CDATA[feedback style]]></category>
		<guid isPermaLink="false">http://align4profit.com/?p=5590</guid>

					<description><![CDATA[Only when leaders intimately understand each of the people they lead can they personalize their feedback style according to what works best for each. People don’t like to be generalized.<span class="excerpt-hellip"> […]</span>]]></description>
		
					<wfw:commentRss>http://align4profit.com/one-feedback-style-fit/feed/</wfw:commentRss>
			<slash:comments>0</slash:comments>
		
		
			</item>
		<item>
		<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>
		
					<wfw:commentRss>http://align4profit.com/real-feedback-creates-really-great-leaders/feed/</wfw:commentRss>
			<slash:comments>0</slash:comments>
		
		
			</item>
		<item>
		<title>Selecting Your Accountability Partner</title>
		<link>http://align4profit.com/selecting-your-accountability-partner/</link>
					<comments>http://align4profit.com/selecting-your-accountability-partner/#respond</comments>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Mon, 01 Jul 2013 16:29:45 +0000</pubDate>
				<category><![CDATA[Leadership Attraction Powers]]></category>
		<category><![CDATA[accountability]]></category>
		<category><![CDATA[accountability partner]]></category>
		<category><![CDATA[feedback]]></category>
		<guid isPermaLink="false">http://align4profit.com/?p=813</guid>

					<description><![CDATA[An accountability partner is someone who coaches you an helps keep you focused on and headed toward your goals as an intimate leader. The relationship uses the power of positive<span class="excerpt-hellip"> […]</span>]]></description>
		
					<wfw:commentRss>http://align4profit.com/selecting-your-accountability-partner/feed/</wfw:commentRss>
			<slash:comments>0</slash:comments>
		
		
			</item>
		<item>
		<title>Feedback—the Breakfast of Champions</title>
		<link>http://align4profit.com/feedback-the-breakfast-of-champions/</link>
					<comments>http://align4profit.com/feedback-the-breakfast-of-champions/#respond</comments>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Mon, 22 Oct 2012 19:22:03 +0000</pubDate>
				<category><![CDATA[Leader as Coach Tips & Tools]]></category>
		<category><![CDATA[breakfast of champions]]></category>
		<category><![CDATA[coaching]]></category>
		<category><![CDATA[feedback]]></category>
		<guid isPermaLink="false">http://align4profit.com/?p=2338</guid>

					<description><![CDATA[There may be no better model for excellence in leadership than the coach model, because no group of people works more effectively than a well coached sports team. Watching a<span class="excerpt-hellip"> […]</span>]]></description>
		
					<wfw:commentRss>http://align4profit.com/feedback-the-breakfast-of-champions/feed/</wfw:commentRss>
			<slash:comments>0</slash:comments>
		
		
			</item>
		<item>
		<title>Fabulous feedback from recent CoachQuest grads</title>
		<link>http://align4profit.com/fabulous-feedback-from-recent-coachquest-grads/</link>
					<comments>http://align4profit.com/fabulous-feedback-from-recent-coachquest-grads/#respond</comments>
		
		<dc:creator><![CDATA[Helanie Scott]]></dc:creator>
		<pubDate>Sun, 10 Jun 2012 02:29:18 +0000</pubDate>
				<category><![CDATA[Leader as Coach Tips & Tools]]></category>
		<category><![CDATA[coaching]]></category>
		<category><![CDATA[coachquest leadership coaching workshop]]></category>
		<category><![CDATA[feedback]]></category>
		<category><![CDATA[leadership coaching]]></category>
		<guid isPermaLink="false">http://align4profit.com/?p=2401</guid>

					<description><![CDATA[At CoachQuest we take feedback and metrics seriously. Not only do we love the anecdotal comments we receive, but we pore over the program evaluations very carefully. Last week’s CoachQuest<span class="excerpt-hellip"> […]</span>]]></description>
		
					<wfw:commentRss>http://align4profit.com/fabulous-feedback-from-recent-coachquest-grads/feed/</wfw:commentRss>
			<slash:comments>0</slash:comments>
		
		
			</item>
	</channel>
</rss>
