- 2.4 Reviewing available information and making valid decisions
- 2.3 Using factual data, recommendations, suggestions, and ideas in a logical and purposeful manner to inform decision making
- 1.4 Strategies for keeping aware of own stress levels and for maintaining wellbeing
- 1.1 Elements of management decision-making
- Unit 10- Decision Making in Adult Care NVQ Level 5
- 1.2 Values, belief systems, and experiences affecting working practice
- 2.4 Adapt communication in response to the emotional context and communication style of others
- 1.1 Emotions affecting own behavior and the behavior of others
- 2.2 Providing support to engage others in the decision-making process
- 2.1 Evaluating range, purpose, and situation for effective decision making
- 4.3 Prioritize own development goals and targets
- 4.4 Use personal and professional development planning
- 4.2 Establish own learning style
- 4.1 Evaluate own knowledge and performance
- 4.2 Ways in which team members are supported to understand their role in safeguarding children and young people from danger, harm, abuse, or exploitation.
- 4.1 Reasons adult care practitioners need to be aware of national and local requirements that seek to ensure the safety and wellbeing of children and young people.
- 3.7 Demonstrate ways of assessing the effectiveness of risk management practice
- 3.6 Demonstrate positive approaches to risk assessments
- 3.5 Revise plans to take account of changing circumstances
- 3.4 Delegating responsibilities to others
2.2 Learning from feedback
Course: NVQ Level 5 Diploma In Leadership & Management for Adult Care
Unit 9: Managing Self
LO2: Manage personal and professional behavior
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2.2 Learning from feedback
The focus of learning from feedback is to learn from and adjust one’s own behavior so as not to repeat the same mistakes. This allows individuals to grow and improve themselves by gaining experience and knowledge about their own effectiveness in terms of development and performance. It also encourages individuals to take action, taking courses that their ideas or actions will work or not work together with other people or things.
The goal is for everyone involved to make use of the opportunities available, both physical and digital, through which people can connect, collaborate, and help each other reach their potential. Comparison is often used as a way to gain knowledge that may be useful for each person’s future and success. As leaders, it is important for us to use other people’s feedback against their desires in order to stay connected with and able of finding new paths for projects in which we’re involved.
In heavily used areas, such as technology, the habit of comparing one’s self to other more experienced people can lead to a lack of motivation as individuals in the same ecosystem and team will tend to continuously compare their own choices against those of others and become too reliant on and reliant on each other rather than choosing to direct themselves through the environment (Bogdan). However, if this is understood by leaders or individuals in charge of areas such as technology, one can use their innovation and creativity techniques upon making company policy.
Leaders use multiple strategies at their disposal in order to learn from feedback that other people provide. A leader may try not to ask for a response initially. Going for this option can help to avoid repeated cycles of trying out new things though not everyone reacts well or enjoys themselves by not feeling like you care about what people are telling you because sometimes it really is true, giving you fuel for improvements.
Additionally, it can be useful when deciding how someone should behave at something that requires an opinion, as something that has worked in the past or had a positive or negative outcome. Choosing to talk to colleagues and talking or leaving while something’s happening can be good options to get quick action on feedback, allowing someone to take actions originating in what other people have said but not make the active decision. To summarize, good companies particularly focus on the delivery of their product quality and recommendation of actions considering what other people say because individuals know the extent to which they like their job’s feedback and will motivate through knowing it possible and making them feel at moderate levels motivated.
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