SEL is the process of developing and applying the core competencies of self-awareness, self-management, social awareness, relationship skills, and responsible decision-making. These skills help you understand and manage your emotions, empathize and communicate with others, and cope with challenges and opportunities. SEL can also help you foster a growth mindset, which is the belief that you can improve your abilities and outcomes through effort and feedback.
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As we work or study, there will always be challenges to face and we have to find our way through it. SEL helps in navigating one's own thoughts and feelings with reference to the situation. This kind of awareness paves way for an individual in seeing his/her role as a catalyst.
Feedback and criticism are essential sources of information and guidance that can help you improve your skills, knowledge, and performance. They can also help you identify your strengths, weaknesses, and areas for development. Feedback and criticism can come from different sources, such as teachers, peers, mentors, managers, customers, or yourself. They can also vary in quality, frequency, and tone. Some feedback and criticism may be positive, constructive, and supportive, while others may be negative, destructive, and harsh.
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One needs to cultivate an ability to discern if the feedback is constructive or otherwise. We are still learning to give and receive feedback in a manner that it fuels action leading to enhance performance and growth.
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Feedback and criticism is the ultimate opportunity for growth. If we're able to experience a mindset shift around the concept of "criticism" and reframe it as an opportunity to make positive change, it helps us to lead with an attitude of gratitude. With this, we have the ability to receive feedback and ascertain whether it is helpful and productive, or intended to be destructive or hurtful. However, even in the face of malice or jealousy, we are able to practice receiving this criticism with grace, gleaning any information we can from the criticism, and then responding with confident kindness.
Before you receive feedback and criticism, it’s important to prepare yourself mentally and emotionally by using some SEL skills. You should set clear and realistic goals for yourself and ask for specific feedback and criteria that align with your goals. Reflect on your own performance and identify what you did well, what you struggled with, and what you want to learn or improve. Acknowledge and regulate your emotions and expectations, recognizing that feedback and criticism may trigger some negative emotions. However, remember that they are not personal attacks or judgments of your worth. Adopting a growth mindset is key to viewing feedback and criticism as opportunities to learn and grow, not as threats or failures.
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One thing that works is a comforting yet uncomfortable conversation with self or a peer, if you are the one giving feedback. Mentioning explicitly that its not about you as an individual but your practice/ approach towards some work etc that needs to be worked upon. As a coach, this helps me create a healthy culture for feedback and motivating for actions needed.
Receiving feedback and criticism can be difficult, but you can use some SEL skills to listen and respond effectively. Start by paying attention and showing respect to the feedback giver. Ask questions and seek clarification if you are unsure or disagree with something, but avoid being defensive or dismissive. Express appreciation for the feedback, even if it is negative or harsh, and thank them for their time, effort, and honesty. Lastly, summarize and paraphrase what you heard and understood, repeating the main points and asking for confirmation or correction.
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It does make one uncomfortable and what works well is an open conversation between the feedback giver and the receiver. Processing the given feedback is essential at the part of the receiver. Therefore, it is vital for the giver to create space for patient hearing and help the person create an action plan with 3 immediate priorities and support needed.
After receiving feedback and criticism, you can use some SEL skills to process and apply them to your learning and improvement. It's important to review and evaluate the feedback and criticism, considering the source, context, content, and tone. Identify what is useful, relevant, and accurate, and what is not. Reflect on your emotions and reactions, acknowledging and accepting your feelings without letting them overwhelm or discourage you. Use positive self-talk to boost your confidence and motivation. Plan and act on the feedback and criticism by deciding what you want to change, improve, or maintain. Set SMART goals and action steps for yourself, seeking support from others if needed. Monitor your progress and celebrate your achievements by tracking performance and outcomes with the feedback criteria. Reward yourself for your efforts and improvements.
As a learner, you may also have opportunities to give feedback and criticism to others, such as peers, teachers, or mentors. Offering feedback and criticism is a great way to develop your communication, empathy, and leadership abilities. When doing so, it's important to be prepared and plan your purpose, audience, message, and method. Additionally, it's important to focus on the behavior rather than the person. Use specific examples and facts to support your feedback and criticism and avoid generalizations or assumptions. It's also important to balance the positive with the negative by using the feedback sandwich method - start with something positive and end with something positive. Lastly, be respectful and supportive in your language and tone. Express appreciation and encouragement rather than blaming or shaming.
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Tanto para jovens na escola quanto para jovens que estão sendo inseridos no mercado de trabalho costumo listar o que não fazer ao dar feedback, entre eles: - Não trazer um comentário genérico sobre a pessoa. O foco é a situação/evento/ocasião comentada e não a pessoa! - Evitar rótulos do tipo: Você sempre... Você nunca... para evitar um tom acusatório na fala. - Não dar feedback em público, sempre checando a impulsividade que pode estar promovendo esse comportamento
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As manifestações e expressões corporais da pessoa que recebe o feedback devem ser observadas. Entendo que o sinal de desconforto já comunica que a mensagem pode não estar sendo construtiva, clara ou bem recebida
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