Tag: Homework Solution

Assignment Prompt & Instructions

**Colleague 1**
**Angela Eaker,**
**Behavior I Would Like to Change as a College Instructor**
As a college instructor, one behavior that significantly impacts how I manage and relate to colleagues and students is my tendency to take on too much responsibility rather than delegating or collaborating effectively. I often feel that it's easier or more efficient to handle tasks myself—whether it's organizing departmental events, managing curriculum updates, or supporting struggling students—rather than asking for help or trusting others to take the lead.
While this approach stems from a desire to be dependable and supportive, it can unintentionally limit others’ opportunities to contribute and grow. It also leads to burnout and reduces the time I can dedicate to strategic planning, mentorship, and innovation in the classroom.
**How Feedforward Can Help**
The concept of _feedforward_ offers a valuable framework for shifting this behavior. By focusing on future possibilities rather than past shortcomings, I can engage in more open conversations with colleagues and students about shared responsibilities and leadership development. For example, instead of reflecting on why I didn’t delegate a task, I can ask, “What are some ways we can share this responsibility moving forward?” or “How can I support you in taking the lead on this project?”
This approach not only empowers others but also models a growth-oriented mindset that is essential in academic environments. It encourages collaboration, builds trust, and helps create a more sustainable and inclusive culture within the department.
References:
Hattie, J., & Timperley, H. (2007). _The power of feedback_. Review of Educational Research,        77(1), 81–112. [https://visible-learning.org/2013/10/john-hattie-article-about-feedback-in-schools/Links to an external site.](https://visible-learning.org/2013/10/john-hattie-article-about-feedback-in-schools/)
Woolworth, R. (2019, August 9). [Great mentors focus on the whole person, not just their career](https://waldenu.instructure.com/courses/171484/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH052RV-PDF-ENG%2Frich-text). _Harvard Business Review Digital Articles_, 2–6. [http://hbr.orgLinks to an external site.](http://hbr.org/)
Goldsmith, M. (2002). [Try feedforward instead of feedbackLinks to an external site.Links to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=mnh&AN=EPTOC9156869&site=eds-live&scope=site&custid=s6527200). _Leader to Leader_, _2002_(25), 11–14.
Colleague 2
**John Saxon,**
Something that I would want to improve regarding behavior in a professional environment would be over-taking too much responsibility personally instead of appropriately delegating duties to others. As with any prospective manager, I must admit to wanting to ensure that things are done to the finest detail occasionally, which can border on micromanaging and even cause burnout. That can slow down team building and prevent others from learning and bringing their strengths.
As Goldsmith (2002) discusses, the process of feedforward offers a constructive way of handling this behavior through shifting focus from past things that did not work to things that need to come next. Instead of dwelling on past times when I have not delegated sufficiently, I can request that coworkers and mentors offer suggestions on how I can trust my team more, delegate tasks more clearly, and create an environment that enables others to take ownership of tasks. By employing feedforward, I can identify specific suggestions for setting clearer expectations, conveying trust through effective communication, and following through without being a micromanager.
Implementing this modification would greatly facilitate effective relationship management, build team morale, and foster the development of leadership in others. As Goldsmith (2002) explains, this pro-active feedback can be more concrete and inspiring than feedback for its own sake.
**Reference**
Goldsmith, M. (2002). Try feedforward instead of feedback. Fast Company. Retrieved from https://www.fastcompany.com/45964/try-feedforward-instead-feedback
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