ABSTRACT
This chapter explores conditions for enhancing feedback acceptance and use. Feedback provides direction for goal setting, and goals motivate behavior change. The chapter describes the case study of Shirley Strauss is an attorney in independent practice. Shirley tries to give her people regular feedback whenever the need arises. A 360-degree feedback survey or an annual performance appraisal should be tied to previous goal setting and have implications for future goals. Multisource feedback survey results were available, and the manager could ask the coach for help with understanding the results. Performance coaching is the process of helping someone collect and interpret feedback, set goals, and track performance. Human resources managers matched coachs to executives based on the coaches prior managerial experiences and the coachs experiences working with clients in similar situations. External coaches are often hired to help senior managers work through feedback and establish development plans.
