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WRITTEN ASSIGNMENT        3
WRITTEN ASSIGNMENT
Table of contents
Discussion    3
References    3
Introduction
Effective performance feedback is essential for organizational success and employee progress. However, it frequently presents the difficulty of reducing defensiveness, which might obstruct fruitful conversation. With reference to Chapter 9 of the course book, we will examine methods for reducing defensiveness during talks about performance feedback in this written analysis. In order to improve the efficacy of feedback, we will discuss a video coaching session with manager Spencer and explore alternate phrases and actions. Our assessment will concentrate on areas for improvement, such as particular empathic words and identifying nonverbal clues, as well as areas of strength, such as balanced feedback and professionalism. We will also make suggestions for methods to further reduce defensiveness, such as encouraging two-way communication, encouraging a feedback culture, and developing active listening skills. HR experts and managers may encourage a more constructive and growth-oriented approach to performance feedback by taking into account these tactics and insights, which will benefit both people and organizations.
Alternative Statements or Actions
Establishing and Maintaining Rapport
I would suggest that Spencer start the conversation by building rapport rather than jumping right into performance concerns. He may begin by thanking Jeff for his efforts and recognizing his achievements (Kok et al., 2022).
Being Empathetic
Spencer has to be sympathetic to Jeff's viewpoint. He may add, "I realize that highlighting areas for development can be difficult. Let's collaborate to create solutions that are advantageous to the organization and you."
Observing Verbal and Nonverbal Cues
Spencer should pay more attention to Jeff's nonverbal clues during the talk, in my opinion. Asking open-ended inquiries, such as, "Is there anything specific you'd like to discuss or clarify," might help him...