Although feedback is a powerful tool for personal development and consequent organizational performance, many leaders end up giving it too little importance due to cultural, emotional and structural factors.
Even when there is good intention or awareness of its importance, in practice, leaders tend to associate it with something ineffective. The consequence is the use of ambiguous messages that are too spaced out in time, which ultimately fail to help those who receive them, nor the company.
To develop internal feedback as a vehicle for increasing individual knowledge, capabilities, skills and abilities, leading to an increase in the density of people's competence, boosting team development and organizational results.
Culture of Dialogue in the Organization;
Vision of individual development;
Mutual trust and responsible functional relationship;
Prioritization and Preparation of Communication in Feedback.
