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	<title>Enabling Transitions &#187; Managing Performance</title>
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		<title>How Do You Give Feedback?</title>
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		<pubDate>Mon, 06 Jan 2020 06:08:43 +0000</pubDate>
		<dc:creator>Denise</dc:creator>
				<category><![CDATA[Managing Performance]]></category>
		<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Leadership Development]]></category>
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		<description><![CDATA[What are you like as a giver of feedback? I always think that the way someone gives feedback says more about the feedback giver than the receiver. What type are you? Are you a “HALF-FULL glass” feedback giver and look for the positive in how you give feedback? Are you mindful about the impact on&#8230;]]></description>
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		<title>Feedback Rules Doesn&#8217;t It?</title>
		<link>https://www.enablingtransitions.co.uk/2018/09/22/feedback-rules-doesnt-it/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=feedback-rules-doesnt-it</link>
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		<pubDate>Sat, 22 Sep 2018 10:40:46 +0000</pubDate>
		<dc:creator>Denise</dc:creator>
				<category><![CDATA[Managing Performance]]></category>
		<category><![CDATA[Career Coaching]]></category>
		<category><![CDATA[Confidence]]></category>
		<category><![CDATA[Executive coaching]]></category>
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		<description><![CDATA[You want feedback, you ask for it but little comes back? Or what comes back is platitudes or only from the most verbal people. So how do you get real useful feedback from all sorts of people? We all know that feedback can be useful. Even if you hear stuff you don’t want to you&#8230;]]></description>
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