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Feedback is a routine and regular activity For e.g. :case drinking alcohol in office hours What are the two feedback given for his behavior? You may ask.

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Presentation on theme: "Feedback is a routine and regular activity For e.g. :case drinking alcohol in office hours What are the two feedback given for his behavior? You may ask."— Presentation transcript:

1 Feedback is a routine and regular activity For e.g. :case drinking alcohol in office hours What are the two feedback given for his behavior? You may ask him to stop drinking alcohol or give them a guidance

2 Feedback –informative and suggestive The employee may be referred to a de - addiction centre

3 SlSituationFeedbackCounselling 1After a selection processSelection and appointment How to fit into a job and an organisation. 2Standard of conduct is not being met-late coming, gossiping during office hours, sleeping during working hours etc Violation of conduct rules/code Mending behaviour, changing values and attitudes 3Performance appraisalPoor performancePsychological counselling for positive thinking, interest in training and spirit of performance 4Staff training and developmentWeakness and opportunities Career counselling 5Job existsRelieving or a new offer Benefits of staying long, future growth opportunities, etc

4 Feedback can be formal and informal Most cases it will be informal and oral Effectiveness in counselling -it is an essential part of teamwork

5 1.Two way process: Feedback is a sort of communication. It is complete - receiver gives his response in the form of acceptance, clarification rejection It helps to- further communication between the persons involved

6 2.Cooperative: More effective –the receiver arrive at a mutual understanding 3.Timely : Information delays are undesirable Result-loss of opportunities

7 E.g.: recognition of good performance/serious problemin time attention and action 4.Regular : Continuous flow of information on events Result-alert individuals to take corrective steps

8 5.Factual and specific: More effective –specfic situations or persons Based on focused information-tangible and factual Casual feedback with generalizations -ignored

9 6.Balanced and constructive: Based on balanced judgement Touch upon positives and negatives Importance based on context only Result-receiver take action on improvement or correction Solutions are for-discussion and adoption

10 7.Posiitive: Negative messages are conveyed (like warning, suspension and poor grading )-convey in a positive way Follow a transformation approach

11 8.Follow up: Follow up supervision Feedback for improving communication

12 1.What is counselling? the service of helping people to adjust to or deal with personal problems by enabling them to discover for themselves the solution to the problems while receiving attention from counsellor-------- Champers Dictionary

13 Process of empowering person Helps to think clearly Organizational context: Formal process initiated by managers Discussion to bring about a change

14 Issuing notice to inform the employee Arranging the meeting in private-presence of a support person and observer Discussing in chosen Style of counselling Keeping the brief record of the meeting in diary Reviewing at regular intervals

15 2.Why counselling? Friends and relatives not the right choice Reasons : They may not have the ability to resolve problem They may be part of problem Solution may not be refused –out of respect

16 Act as judges –judgement on your behaviour Relationship strained –discussions deviates- emotional exchanges

17 IndividualFamilyOrganisationSociety Anxiety /depression Eating disorders Alcohol or smoking addiction Adopting to life transition Family and relationship issues Sexual abuse and domestic violence Loss and grief Career change and progress Career stagnation Job stress, anxiety and burnout Conflicts with peers or superiors indiscipline Social/emoti onal difficulties related to disability/ill ness Status problem

18 Some problems are difficult to manage: Eg; job loss,sickness, accident, etc

19 IssueThoughtsBehaviourProblem Constant angerOthers dont care for my words Does not listen to others How to make relationships pleasant? Stress and burnout Others are hopeless Keeps worrying about something How to relax and reduce? Feeling blamedOthers blame me for their mistakes Shouting,slamming doors How to gain positive evaluation of others? Constant tiredness They dont know how tired I am Stays in solitary places How do I rejuvenate my mind and body?

20 3. When to counsel? Intervention at an early stage is better When behaviour negatively affects others- immediate counselling 4.Who should give counselling? Trained counsellor

21 Manager should provide counselling under direct supervision 5.Where to counsel? Office,neutral place far off from office At last -Management counselling approaches- for effective feedback

22 Our modelGirad EganLawrence Brammer BeginningAttending to the counselee and building a rapport Clarifying problems and goals for counselling DevelopingResponding and explore his feelings Building deeper relationship terminatingStimulating action that subsequently evaluated by the counsellor and counselee together Deciding some plans of action, trying and evaluating Follow upTerminating the relationship

23 Identifying the need Choose a suitable place Schedule the time of meeting Notify the subordinate well in advance Organise information Evolve a conselling strategy

24 To establish rapport or working relationship To clarify and define problem To gain an understanding of the terms of contract

25 Greeting Acknowledging previous contact Acknowledge phone call Acknowledge a referral

26 By expression(assertive, interrogative, directive, summary, paraphrase By content(on thoughts, on expectations,on help, on the problem)

27 Unconditional positive regard Empathy congruence

28 Valuing others- humanity Counsellors unconditional positive regard and respect

29 Discuss on past Develop a plan for performance standards 2.g.Establish a pattern (style of interaction)

30 Willingness of both the parties Tentative agreement-on issues to be explored- Number of sessions Frequency of sessions Timings, length of sessions, payment

31 A. Assessment and diagnosis Information collected from: Clients point of view Others point of view Counsellors point of view

32 B. Organising information: Framework(SWOT, TA) C. Exploration: Realising what they are… Recalling response to problem…. Re-experiencing…

33 Behaviour of client Outcome of interactions D. Re-assessment: Deeper exploration Challenge strategies

34 E. Goal setting: F. Agreement on action plan:( Child with anger management issue) Problem goal Objective Intervention

35 When? Plan to end(long before actual closing date) Role of counsellor- reviewing progress Take care of emotional feelings Documentation

36 Review progress Review the learning

37 1.Psychological barriers : Come from client side Client perception about counsellor Attitude towards the counsellor and counselling

38 A.Client-related barriers Lack of trust Dislike Lack of commitment

39 B.Counsellor-related barriers Lack of willingness to counsel-superiors attitude Lack of commitment Lack of patience

40 2.Behavioural barriers: A. counsellor-related barriers:- Poor skills-lack of training Wrong style-mature and non mature clients Improper strategy-right information in designing the action plan

41 B. Client related barriers: Dependence on counsellor-a magic wand-client remain passive Inability to articulate-not having good communication skill to express their feelings Poor decision making skills

42 3.Language barriers: Do not have a common language to interact Limited vocabulary, interpretation of words

43 1.Principle of positive regard: Counsellors style of dealing-interest liking and respect Belief -people have an inherent capacity to solve problems Assistance to bring out capability

44 Solutions –consistent with values and beliefs Self realisation comes from –introspection(self knowledge on feeling and aspiration than outsiders Concern and profound respect for the feelings and issues

45 2.Principle of active learning: Inspire person to speak without inhibitions Give and take relationship Care for type of response

46 3.Principle of rational inquiry: Learning-observation and questioning E.g.: Can you tell me more about it? Does that worry you? Exploratory questions : How do you think that would affect others?

47 4.Principle of emotional intelligence : Anger, hatred, stress, anxiety, fear, depression and other feelings of client should be managed 5.Principle of application techniques: SWOT, JOHARI window

48 6.Pinciple of balance: Never play role of a judge 7.Principle of communication: Two way process

49 8.Principle of change orientation: 9.Principle of support:

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