Constructive Feedback

In today’s work environment, feedback provides a vital link to improving your performance and the performance of others.

If we are only exposed to our own perception of ourselves, we are more likely to have a biased opinion and we’ll never fully perform at our best. Our opinion might be spot-on at times, but there are times when our blind spots keep us from seeing both our strengths and weaknesses. And we need both to work effectively with others. Understanding how others perceive us provides balance and self-discovery, both vital components to building stronger, more effective teams.

It’s not uncommon for people to see themselves differently than others see them. The Feedback Editions provide an SDI and Strengths Portrait specifically tailored to address the challenges and opportunities that come with providing feedback in formal as well as informal situations.
The SDI Feedback Edition® can be used for both one-on-one and 360-degree applications to create conversations about potential shifts in perception and/or behaviours. This assessment clarifies misperceptions, opens the door to understanding, and provides opportunities for honest discussion and constructive feedback. It creates a non-adversarial way to seek and receive feedback.

The Feedback Strengths Portrait allows feedback providers the opportunity to create a picture of the strengths they see another person using most often and least often in their relationship. It’s an effective way to create an open discussion that includes constructive feedback on perceived behaviours. An easy-to-use gap analysis highlights specific areas for discussion and insight.

The Feedback Overdone Strengths Portrait offers the unique, non-confrontational opportunity for a feedback provider to address the potential cause of conflict in a relationship. It highlights assumptions that people make about others and helps to resolve misunderstandings. More importantly, it explores the differences in perceptions that often create conflict and can damage relationships. An easy-to-use gap analysis highlights specific areas for discussion and insight.

These tools offer a very different approach by focusing on perceptions of behaviour rather than skills or competencies. As we gain awareness, misperceptions, misunderstandings, and conflict can be replaced by a more informed view and more effective actions.

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