Masters of Feedback: Kim Cameron - Positive Feedback

The video explores the application of positive psychology in organizations, focusing on strengths, positive deviance, and affirmative bias. It discusses how strengths and skills combine to form talents and emphasizes the importance of positive deviance for growth. Affirmative bias in feedback is highlighted as a means to create positive emotional states and improve organizational performance. Effective feedback strategies, including frequency, contiguity, and salience, are discussed to reinforce positive deviance and move from standard to excellent performance.

What is the result of combining a strength with a skill according to Cameron?

• A new habit

• An average performance

• A talent

• A positive deviance

Why do organizations typically resist deviance from norms?

• It leads to innovation

• It causes underperformance and resource wastage

• It encourages diversity

• It improves employee satisfaction

What is the unintended consequence of eliminating deviance from norms?

• Improved uniformity

• Loss of positive deviance

• Increased employee turnover

• Higher costs

How can affirmative bias in feedback benefit an organization?

• By fostering competition

• By creating negative emotional states

• By creating positive emotional states

• By reducing employee engagement

What does 'frequency' refer to in the context of feedback?

• How often feedback is given

• The tone of the feedback

• The person giving the feedback

• The content of the feedback

What is necessary to move from poor to standard performance?

• Positive deviance

• Increased workload

• Clear and actionable feedback

• Affirmative bias

To achieve excellence, feedback should focus on:

• Correcting errors

• Reducing feedback frequency

• Highlighting excellence

• Increasing workload