http://www.legendaryleadrrs.info https://www.facebook.com/groups/leaders2legends/?ref=share Guest in this Live Chat: From Ellsworth Air Force Base, SD: Lt Col George Nichols (Mission Support Group Deputy Commander), TSgt Leslie Baccus (Lead Airman Leadership School Instructor) and TSgt Johnathan Marshik (First Term Airman Center Leader) and from Nellis Air Force Base, NV: SMSgt Gregorio Whittet (Heavy Repair Superintendent). As an Air Force I am not fully convinced that we conduct feedback right, or at least not consistently right. I think maybe you agree with me, so let’s chat about it! Now, this is not a regurgitation of AFI 36-2406 (please review...there have been some updates/changes) but rather our thoughts and advice on the topic. Do you know what your current performance level is or how it is perceived/assessed, in accordance with the established standards? Do you even know what the standards are? Do you know what performance rating/markings you would receive if your performance report were to close out today? Do you have a grade applicable feedback, Airman Comprehensive Assessment (ACA) in your files? Do you have an ‘Initial’, ‘Mid-term’ and ‘Follow-up’ feedback? Do you know where to find out about all of this? The answer is simple—your SUPERVISOR / Rater. If you do not know the answers to the questions listed, you owe it to yourself to discuss them with your supervisor and request the feedback that you deserve. Real Talk: Feedback is not only the “formalized” process of using the ACA and officially documenting feedback/performance, it is an EVERYDAY thing! Real Talk: You should not wander about wondering (see what happened there?) where you stand in comparison to the standard(s). If you are in this situation, you MUST communicate with your supervisor—IMMEDIATELY!! Real Talk: This is CANNOT be about us continuing to repeat the inadequate cycle of feedback that we as supervisors / leaders may have (probably were) exposed to ... we MUST do better! Supervisors, you should NEVER only provide the minimum feedback (required by AFI)/ mentoring for your ratee. The first time you see your ratee’s previous performance records or any of their records (SURF/previous EPRs/Decorations/PT assessments and etc…) should NOT be when you receive their EPR shell. This is something that you should be discussing in your initial feedback, and then periodically throughout the reporting period—and the entire time you rate on the member. As leaders we MUST take care of our team! We simply do NOT have an option, we WILL provide all required feedbacks, and truly MENTOR our teammates. Real Leaders, yup that’s you ... legends ALWAYS Receive and Provide Professional, Constructive & “SMART” Feedback!

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