ABSTRACT
This chapter is about how you can create an environment that supports feedback for continuous learning for yourself and those with whom you work. An environment that empowers self-development is a feedback-oriented organizational culture. 1 I begin the chapter by describing what I mean by a feedback-oriented organizational culture. This includes support for feedback from supervisors and co-workers. It also includes what you can do for yourself to be aware of your performance and be your own coach. Ultimately, you can develop a strong feedback orientation—seeking and using feedback to learn and improve your performance continuously. I consider how the changing nature of work, such as new technical knowledge and skills, attention to lowering costs, and the prevalence of teamwork and organization change, increases the importance of self-directed learning and being sure you are making a contribution to accomplishing team and organizational goals. I recognize that factors such as age and personality may influence a person’s readiness to accept and use performance feedback. I conclude with a review of the power of feedback for creating a continuous learning organization.
