Dear Rajkumar,

Considering my experience in this field, my observations / suggestions about your post are as under: -

Point 1: - Most of the people are afraid to expose themselves to others. Also Johari window or competency mapping or any other else can be best suitable for matured people and not necessary to all whoever is experienced or educated. Even people who show enthusiasm to change and personal development, do wish that the concept under implementation shall be used for someone else (mostly their BOSS) first and then used for them.

I have seen the first comment of workers or even engineers is that “I know this, but it is useful for Mr. XX” (Mostly immediate supervisor). It is not necessary to take TNA for every individual employee unless the training programs demands for it.

Point 2: - Most of people are under impression that they are giving positive or negative feedback. But I DO NOT BELIEVE IN IT, ACCORDING TO ME, THERE IS NO SUCH POSITIVE OR NEGATIVE FEEDBACK PROCESS.

It is in our mind that if we are giving some good news or compliment, we are giving positive feedback. And if we are calling employee for some isolated room for serious discussions then we are giving negative feedback.

In the example given by, if the manager or HR ~ representative believes that they are going to negative feedback, then certainly they exhibit seriousness IN THEIR ‘WALK AND TALK’ and ultimately ask the person to defend himself and behave adamantly. The manager has to open ‘hidden’ window and tell the employee what he is going to miss in future if he continues to behave like this way. It totally depends on communication and presentation skills of manager.

Hope this will at least resolve some problems…

Feel free to contact for further queries…

I do not know anything about your second post about specific industrial personnel example, BUT if you have / get something on it, requesting you forward it to me also.

Regards,

Shailendra