Bigg Boss 19: Daily Discussion Thread - 2nd September 2025
Yeh Rishta Kya Kehlata Hai Sept 2, 2025 Episode Discussion Thread
ABHEERA IN JAIL 2.9
UMAR KHAYID 1.9
Whatās the upcoming track??
Bacha chor is such an incompetent lawyer🤦āāļø
Mrunal Thakur Called Mean Girl
I wanted Abheeraās fate for Akshara
Janhvi Kapoor In Talks For Chaalbaaz Remake
In this gen Cliff wali legacy maut will not happen
Anupamaa 02 Sept 2025 Written Update & Daily Discussions Thread
Real Woman Power Farhana
Jee Le Zaraa Is Happening
Finally a beauty queen who is star material!!
Star Player is testing whether they could go live at the same time or within the half-an-hour of airtime, but are NOT
Introduction on the SHOW's THEME
Dadi
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1567872/devils-den-this-info-belongs-to-devils-den-only
Potential Plot lines (MB)
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1568732/devils-den-the-dance-of-pain
MSK
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1569633/devils-den-arjun-maryaada-purush-or-plain-purush
Dev
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1570540/devils-den-the-return-of-the-phamous-eggs
Aesthetics (make up etc)
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1571442/devils-den-maan-bna-daai-maan
Dialogues
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1572317/devils-den-maan-ban-gayaa-santa
Brij and Yash
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1573564/devils-den-confession-tera-delhi-ki-sardi
Sameera
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1574594/devils-den-msk-never-had-a-sister
Arjun
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1575672/devils-den-pyar-ka-izhaar-aur-takraar
Marketing
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1576750/devils-den-hum-tum-bathroom-mein-bandh-ho
Geet
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1577842/devils-den-the-war-aint-over
Symbolism
https://www.indiaforums.com/forum/geet-hui-sabse-parayee/1578747/devils-den-boss-se-big-boss
Most people in the workplace suffer from a lack of performance feedback. At Full Circle Feedback we call this condition the "Feedback Famine" and we believe it is rife in many organisations. The Feedback Famine occurs even in very small organisations and in teams. It also occurs at all levels of an organisation.
The Feedback Famine is a vacuum that occurs when people do not receive enough information about their performance. We are not talking about formal performance feedback but ongoing, regular and informal feedback. It is timely, specific and may help the individual receiving feedback relate to:
At Full Circle Feedback we are most concerned with "how individuals affect others in the workplace" as 360 degree feedback is best at assisting people understand how others perceive them behaving at work. Modern organisations recognize the importance of how people achieve their goals not just what they achieve. No one wants to work with a tyrant or a pushover ā people have the right to expect that they will be treated with respect and supported to achieve their goals.
Feedback is the cheapest, most powerful, yet, most under used management tool that we have at our disposal. Feedback is powerful as it helps people get on track, it serves as a guide to assist people to know how they and others perceive their performance.
Feedback can also be very motivating and energizing. It has strong links to employee satisfaction and productivity. People like to feel involved and identified with their organisation. Feedback can help achieve that state.
We have observed after working with hundreds of managers in all kinds of organisations that the most effective leaders have good antennae ā they understand the impact that their behavior has on others. They subscribe to the time honored maxim ā First know thyself! We do not have to agree with people's perceptions but it is important to be aware of them. It is useful information that can inform our decisions and strategies.
Working without feedback is similar to setting out an important journey minus a map or signposts. You may have a great sense of direction but this may not be sufficient to keep you on track. When people receive little feedback they tend to either be overly self critical or self congratulatory. This is because they are relying upon events rather than specific feedback to measure their performance and impact. For example Jane's manager had not ever told her that he found her too inclined to agree with him. It was not until the third time that she had been overlooked for promotion that her manager eventually told her that he felt she lacked decisiveness and was not assertive enough to be a senior manager. Jane was left wondering why she had not been given this feedback during a three year period. Unless she had asked for verbal feedback, the only feedback she would have received indirectly was the fact that she was being overlooked.
It is very difficult to be very self aware without feedback from others. Self awareness and monitoring provide a good platform but feedback from others informs us in ways that enriches our self knowledge. We no longer need to waste energy on explaining our behavior and people do not waste energy on trying to predict our behavior. It's called open communication!
Feedback helps people find answers to these vital questions:
Feedback is the information we all need to be truly effective in the workplace. In fact the most effective leaders actively seek feedback to enhance their performance. These leaders intuitively recognize the power of feedback.
Anshu jhappis to uš¤š¤š¤...What an episode for your debut
**JYOTI'S SOUL ENTERS THE DEN AGAIN...BODY IS STILL IN SWARGLOK**
LINK- THREAD 1 INDEX ************************** Chapter 31 - Below Chapter 32 Chapter 33 Chapter 34 Chapter 3 5 Chapter 36 Chapter 37 Chapter 38...
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