The Power of Feedback

Reviews / Votes

"This is a worthwhile book with a wealth of well-researched content, it is both enjoyable and
absorbing.A "must read" for both the manager and the managed...This book is so comprehensive it is definitely one to have close at hand. It will help practitioners to prepare to give or receive feedback constructively and confidently, making performance improvement a more rewarding experience for all concerned." - Lucy Windsor (The Performance Business, Surrey, UK) for Emerald Insight

"Dr. London shows us that giving and receiving feedback is a vital process in our work and in our lives. In a clear and engaging manner, he provides the knowledge and tools we need to improve our practices of exchanging feedback. This book is a must read for anyone who works with others." - Valerie I. Sessa, Associate Professor, Industrial and Organizational Psychology, Montclair State University

"This comprehensive book, filled with useful examples, distills the latest research into easy-to-understand and actionable guidelines that will benefit any manager and organization. If people routinely followed Dr. London's advice, we would live in a world with more engaged, productive, and satisfied workers. This book shows how to increase managers' effectiveness and build better relationships at work." - James W. Smither, Chair and Professor, Management and Leadership Department, La Salle University

"This book is a must-read for all managers, consultants, HR professionals, graduate students, and researchers. Both practical and very readable, Dr. London's look at feedback is comprehensive: informed by the latest research, it includes vivid case studies and offers scores of best practices. It encourages the reader to critically examine his or her own strengths, weaknesses, concerns, and fears about feedback, making it an important resource for personal and professional development." - Edward Mone, President, Edward Mone Consulting LLC, and Lecturer, School of Professional Development, Stony Brook University