Feedback for Growth 

2018 marks our 10th anniversary as a chapter!We are the premier association for Human Resource Management Professionals in the South Texas Region encompassing Gonzales, Victoria, Hallettsville and everything in between.Our Vision:is To beThe Resourcefor HR professionals and the community.OUR MISSION:South Texas SHRM provides networkingResourcesto educate, develop, and support our members and the local business community.Benefits of Chapter MembershipQuarterly meetingsRegional NetworkingTraining & DevelopmentHRCI and SHRM Recertification CreditsTimely & Pertinent ProgramsAnnual Employment Law UpdatesChapter Website

South Texas SHRM

South Texas SHRM is excited to welcome Rashid Kapadia to the Golden Crescent Region. Rashid will present a well received topic; Feedback for Growth.
About Rashid N. Kapadia, PMP 
Rashid N. Kapadia, owner of Necessary Bridges INC., is a speaker, project manager, engineer and the author of Necessary Bridges: Public Speaking and Storytelling for Project Managers and Engineers. He constantly evangelizes public speaking and storytelling. 
Over 17 years he progressed from a marine engineering apprentice to maritime chief engineer. He moved ashore 20 years ago to take on leadership and managerial roles in engineering, operations, project management, and business development. 
He works with professionals, teams and leaders who:
• want to make more money for their organizations and for themselves
• focus on upward professional mobility and dread professional stagnation. 
 Feedback for Growth: Mild. Medium. Hot.
Description:
 • Well-intentioned and skillfully delivered feedback is a fuel for growth. • Insightful and/or expert feedback is a building block of mastery. • Frequent and candid feedback is a formula for making feedback feel normal; and for creating a culture of continuous feedback. 
The audience will be invited to provide feedback and offer suggestions for improvement: 
(1) To the speaker. 
(2) About how the audience is paying attention to the speaker. 
(3) About the entire meeting. 
Key Takeaways: 
• Frequency of feedback is more important than skill & eloquence of feedback.
• Intention of feedback is more important than skill & eloquence of feedback. 
• Feedback that is sought is far more effective than feedback that is enforced. 
From this session, participants will be able to: 
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Learn about, and discuss 3 different ways to provide—& receive—feedback. 
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<LI>
Mild = Toastmasters International Evaluation Model. 
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Medium = Purposeful/Deliberate Practice Model. 
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Hot = AAR (After Action Review) Model + HBR Case Study.
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</OL></LI>
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Practice giving feedback for improvement (1) to the speaker, (2) to the audience, (3) about the entire meeting.
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SHRM and HRCI credit available

Victoria College

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Feedback for Growth

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Feedback for Growth

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