Solution-Based Feedback (eBook)

Introduction

Throughout my career, many leaders and performers have considered feedback a swear word like the boogeyman that is coming to destroy those in its path. I have seen too many conversations around feedback evolve into an explosive conversation filled with insults. I have taught myself not to take feedback personally. Instead, I tried to realize that I could decide what is actionable and irrelevant feedback. From there, I can personalize all incoming feedback.

Throughout this book, we will talk about feedback’s impact on “performers, “ employees, or anyone whom a leader or person with title or positional influence tasks. This book discusses using filters and screens to manage tasks and evaluate all incoming data. It explains the importance of when to use the data and when to discard it. Everyone has an opinion and may feel safe offering feedback even if it is not requested. As I listen to comments and suggestions, I consider the source before taking action or discarding them.

Solution-based feedback is an outline of how words can influence a situation. This book uncovers many types of feedback that are used in a variety of situations. All information is feedback, and acting on the feedback provided is a choice. and choosing not to be influenced by feedback is also an action. This book will explain that nonverbal communication is a form of feedback offered more often than people realize and can have a tremendous impact.

Feedback begins with a formed, uniformed, or reformed bias. The evolution of biases and feedback is often parallel in its application. This book discussed how bias and feedback are synonymous with cause and effect, action and reaction, and action and response. Solution-based feedback targets methods to feedforward information that will transform the “Feedback is a swear word” concept into a feedforward problem-solving exhibition.

The conclusion of this book will reveal four types of feedback that will serve as a base for depersonalizing feedback and targeting it toward solutions. The concept will explain how to use feedback to build and teach performers. It will discuss ways to help them prevent critical mistakes from occurring. Lastly, the book will emphasize the importance of motivating and inspiring each recipient through solution-based feedback.

I decided to write this book because there are so many who can benefit from understanding the impact of solution-based feedback. If leaders and performers viewed feedback as bits of information that is gathered to improve communication and clarify expectations, the communication process could be more effective. Additionally, there are many young students who learn differently and require someone who understands how to deliver feedback in a way that connects with those who learn differently.

When feedback is offered, the person receiving it can accept it. Feedback filters and screens protect the recipient from unwanted information. Although all feedback is information to be used, it is up to the recipient to accept it or reject it. Screening when and from whom to receive feedback gives an added support layer. How many people have been offered destructive comments throughout their lives and gone on to achieve greatness? Conversely, how many people were told they would be successful and weren’t? Some people are gifted with a natural drive that helps them to filter out unhelpful feedback through a more thorough understanding of giving and receiving solution-based feedback. Anyone can learn this skill.

Solution-based feedback is a method of delivering feedback without discouraging the effort or person. Effectively delivering feedback guides finding the path toward success and builds a road for future opportunities. The process of offering and accepting feedback transitions from feedback to feedforward. Feeding information forward awards both the person delivering it and receiving it the opportunity to place the issue in front of the model. It is a unique communication tool to address issues, manage situations, and solve problems effectively.

About the author:

“I’ve missed more than 9,000 shots in my career. I’ve lost almost 300 games. Twenty-six times, I’ve been trusted to take the game-winning shot and missed. I’ve failed over and over and over again in my life. And that is why I succeed.”

• Michael Jordan.

Dr. Joe lived in Cumberland, Kentucky, a small town in the Appalachian Mountains region with roughly 2,000 citizens until he was in the fifth grade when his mother moved to the south side of Chicago. He attended John T. Prairie Elementary, Author Dixon Junior High School, and Leo High School. Learning to transition from a small mountain town to a large city was a culture shock. He met Shaun, his long-time and life-long friend who showed him the ropes and taught him how to navigate the city. As a high school athlete, he earned All-American honors for football and was Chicago’s Class A 200-meter dash champion and record holder, edging out Don Beebe, later considered one of the NFL’s fastest players. In addition, Joe was named one of Chicago’s 100 top students and The Kwanzas Player of the Year.

Dr. Joe was diagnosed with dyslexia, yet he never allowed his learning challenges to be an excuse not to achieve. He had a difficult time learning like his friends and classmates. He was often kept after school, making up assignments he didn’t understand and retaking tests he didn’t understand how to answer. He struggled through school, yet he earned his undergraduate degree in family studies. He created a learning system that enabled him to keep up with his assignments and excel in some classes.

As a young man trying to figure out his path, he was told everything he could not do. Doctors told his mom that he could not play sports because of his feet and severe asthma challenges. Teachers told him he should consider a manual labor job or work in the coal mine. His family members even told him he was too small and slow to play football. He never listened to them. Instead, he had a drive inside that no one could understand. He just kept on grinding, rejection after rejection, disappointment after disappointment, until a scout from Leo High School saw him playing football during lunch. From there, he was finally allowed to become who he always believed he could become.

“Who dares to stop an eagle from flying or shush the roar of a lion?”

• (Joe Henderson, 2019).

He attended Iowa State University, earning several Big Eight Player of the Week honors. In 1987, Joe earned Iowa State’s MVP, first-team All-Big Eight, and third-team All-American; he was ranked 15th in the country in rushing (1,232) and second in the Big Eight behind Thurman Thomas. In addition, he led the Big Eight Conference in carries (262) and was fifth nationally. In 1988, Joe earned All-Big Eight honors and was second in the Big Eight in carries (242), behind Barry Sanders, and fourth in rushing.

He finished fifth in the conference for yards and touchdowns from scrimmage and second in the Big Eight for total plays from scrimmage, again behind Barry Sanders. Joe earned an honorable mention All-American and was named 1988 Iowa State University’s MVP. The New Orleans Saints drafted Joe in 1989, and the Birmingham Fire in 1991, and concluded his professional football run-in professional football playing for the Barcelona Dragons.

He finished his NFL run in 1992 and returned to Iowa State to earn his Bachelor’s degree. Dr. Joe earned his B.S. in Family Studies in 1994. He has worked as a leader for teenagers addicted to alcohol and drugs; he worked with families who lost their homes in a natural disaster. He served as a leader in the mental health field, working with individuals who were trying to become self-sufficient. He worked as a leader in the juvenile justice and corrections fields and later was a leader in programs supporting individuals who were experiencing homelessness.

Joe earned his master’s degree in Organizational Leadership and opened a Health and Wellness studio. Dr. Joe has spent the last twenty years working with athletes of all calibers. Haloti Ngata, Stewart Bradly, and Nate Orchard are among the many athletes that Dr. Joe has worked with. In addition, Dr. Joe opened an executive, life, and leadership coaching organization; he has worked with company leaders and performers, helping them to improve their cultures. He earned his Doctorate in Business Administration with an emphasis on Education Administration. His dissertation focused on improving the culture in academic medical facilities, particularly relationships between traditional faculty and next-generation residents.

He also earned his general and domestic mediation certifications for the State of Utah; he is a Lean Six Sigma Black Belt Professional and his conflict resolution and executive negotiation certifications from the University of Notre Dame. In addition, Dr. Joe is a leadership and culture consultant and is considered one of the industry’s most influential change managers. He is a dynamic and transformational leader who has effectively incorporated the servant leadership model to create training programs. He teaches human resources leaders “The how” regarding coaching ineffective leaders and improving culture...