#UsapangPera: Mga Tips sa Pagyaman with Sir Vince tackles money issues such as savings, loans, budgeting, and investing among others. Visit Sir VInce's website: www.vincerapisura.com. How to join SEDPI Coop: 1. Join SEDPI Foundation at bit.ly/SEDPIOnlineSRI by clicking “Register” and filling out the form 2. Take the online Pre-Membership Education Seminar (PMES) at bit.ly/SEDPICoopPMES 3. Pay membership fee and initial share capital Simulan ang pagiinvest the socially responsible way sa: bit.ly/SEDPIOnlineSRI Pag-IBIG MP2: * Watch the play list: https://www.youtube.com/playlist?list... SSS Retirement: Watch the playlist https://www.youtube.com/playlist?list... How to invest 100K: https://youtu.be/dxHRZn7uP-4 Celebrity guests include venus Raj (Season 1); Nicole Cordovez and Sinon Loresca (Season 2); Atom Araullo (Season 3) and Porky (Season 4). Smart Parenting Board of Expert

Video Transcript / Subtitles:( AI generated. About AI subtitles » )

* AI ("Artificial Intelligence") subtitles on Tagalog.com are generated using "Whisper" by OpenAI (the same company that created ChatGPT and DallE2). Results and accuracy may vary.
* The subtitles do include errors occasionally and should only be used as a tool to help with your listening practice.
* You can request this website to create a transcript for a video if one doesn't already exist by clicking the "Request AI Subtitles" button below a video. Transcribing usually takes 30-40% of the length of a video to complete if there are no other videos in the queue. For example, a 21 minute video will take 7-8 minutes to transcribe.
* Running a super fast cloud GPU server to do these transcriptions does cost money. If you have the desire and financial ability, consider becoming a patron to support these video transcriptions, and the other tools and apps built by Tagalog.com

Feedback formula. So how to give the effective feedback in a collectivist culture. At syempre, pinaghandaan niya ni Alex. Go Alex!

Okay, thanks Vins. As a final note dun sa ating pinag-usapan kanina yung 299, I think it's a really good opportunity na pag-usapan kasi lalo na sa ating mga Pilipino, yung money talks, isa yun sa mga taboos, sa mga relationship, isa yun sa mga bagay na hirap na hirap yung mga tao na pag-usapan.

So kung ngayon, sa tingin ko, perfect opportunity yan para sa kanila na linawin kagad nila.

Kasi the issues will only grow bigger. So ayun, that's what I think.

So today, pag-usapan natin yung feedback. Kasi isa yun sa mga bagay na medyo na-awkward yung mga tao, di ba?

Pag sinabing feedback, oops, medyo two sides. Nahihirapan minsan magbigay. Yun yung pag-usapan natin today.

At yung iba naman, pag sinabing feedback, automatically feeling nila, oops, negative comment about me, my performance.

So bakit ganon? So paano natin kailangan i-approach ang feedback, no? From the point of view of the giver.

Okay. So let's see there.

So quickly, dun po sa hindi nakakilala sa akin, ako ay isang communication coach. I'm based here in Italy.

I'm married. We have an eight-year-old. Mag-9 na pala si Maya this coming March.

Ang background ko po ay originally in fashion. Tapos I pivoted into education and communication.

And kilala ko si Vince from RALSE Volunteering Advocacy for the last 13 years na yata. So ayan. Okay.

So kung iisipin natin, Vince, feedback. Tanggalin muna natin lahat ng emotions, ng preconceived ideas.

Ano ba yung ibig sabihin ng feedback?

Totoo lang, ganito lang siya eh. It's this simple, no? Parang it really is just information about reactions to either a product, okay?

A person's performance, yun yung pag-usapan natin today. And everything else. And used as a basis for improvement.

I think ito yung pinaka-importanting part sa definition ng feedback, okay? Used as a basis for improvement.

So kung iisipin natin,

lahat naman tayo nagbibigay ng feedback, diba?

Vince, kailan yung last time na nagbigay ka ng feedback? O baka yung sa Facebook?

Yan yung biligay mo?

Kaya yun, diba?

Actually, madalas kami magbigay ng feedback, mga performance evaluation sa mga staff, no?

Okay.

Pero kami, actually, ako, sa totoo lang, I went into therapy for this.

Doon ko na-realize na, ah, ito pala yung personality ko.

Nagma-matter sa akin yung recognition.

Okay.

At ang ano niya ay, so, para to get into me, hindi ako parang, kung uunahin mo na, kritik-kritik-kritik agad.

Okay.

Ayoko na sa'yo.

Okay.

Wala akong masakit.

Sabi, imotivate ka na.

Wala akong sinawa.

Oo.

Dapat ano muna.

At I think, ginagawa ko, ngayon sa selfie, ginagawa.

Magbibigay ka muna ng ano yung mga naggustuhan mo.

Kasi, syempre, meron ka pa rin naggustuhan, diba?

So, yun.

Actually, that's true.

And we'll look at that mamaya, no?

Parang, the easiest thing na naalala ko dyan, yung tinatawag na hamburger approach.

Yun yung, meaning, yung positive muna, and then yung area of improvement, and then you end it na positive note.

Para, at least, alam mo yun, yung huling feeling ng tao is positive.

So, that's one approach.

Okay?

Sige.

Alright.

So, sino ba?

So, sa totoo lang, lahat naman tayo nagbibigay ng feedback.

Pag kumakain tayo sa restaurant, hindi mo nagustuhan yung pagkain, feedback, diba?

And usually, sa ayaw natin at sa gusto, mas mahilig tayo magbigay ng negative feedback.

Yung positive, punti lang yung mga tao, diba?

Isipin mo, yung service, usually, I know, hindi ako natuwa, ano ba, balikan ko yan, negative, two stars, one star review.

Ganun eh.

Negative feedback.

Okay.

Actually, alam mo, masingit ko lang ha.

Yung si Jonas Gaffood, isang friend ko yan, siya yung franchise holder ng Miss Universe Philippines ngayon.

At naalala ko, isa sa mga sinabi niya sa akin na paano niya i-train ang kanyang mga girls is,

pag nakita mo ang isang tao, iisip ka kaagad ng isa o dalawang maganda dyan sa taong yan.

At isisingit mo sa conversation.

It could be as simple as, I like your shirt.

Pero dapat genuinely coming from ano ha, na gusto mo talaga.

So bago ka pa mag-criticize, criticize, ang una mong titignan, ano yung carry?

Mas carry naman yung perspective na yun, diba?

Oo, no, I like that.

Kasi sa totoo lang, hindi masyado maraming tao ang nagko-compliment ha.

Parang, alam mo yun, iisipin mo, parang talaga ba gusto ko, usually, naiisip mo,

oy, gusto ko yung style niya, pero hindi mo sasabihin, diba?

So that's a very good, that's a very good discipline.

Iisipin mo, yung i-train mo yung sarili mo na i-compliment.

Okay, sige.

So, in the professional setting, sino ba usually yung nagbibigay ng feedback?

Well, ito, managers, team members, depende sa kultura eh ng company.

Pag may peer-to-peer review, then team members.

And then, if you're a service provider, then your customer will also give you feedback.

Bakit siya importante?

Kasi sa totoo lang, based on the definition of a feedback,

it's really the basis for improvement, no?

And data shows that employees really improve their performance after feedback is given to them.

Pero kailangan, syempre, depende sa kung paano binigay yung feedback.

Different types of feedback.

Yung una, yung pag-uusapan natin today, Vince, is constructive,

or meansan, yung tinatawag na negative feedback.

Upward is, I don't know kung ilan nyo nagpa-practice nito,

may mga companies where the bosses, the managers ask for feedback

galing sa mga direct reports nila.

Appreciation and recognition, ito yung sinasabi mo, Vince.

Sa totoo lang, importante ito para sa ating lahat, okay?

Some more than others.

Pero minsan, when somebody tells you, you know what, you did a really good job,

you know, in a specific project, or even yung right away,

ano yun eh, malaking bagay yun.

And minsan, iniisip ng mga tao, only the staff need that.

Sa totoo lang, hindi.

Even, you know, even the managers, even the owners, even founders.

Kailangan natin lahat ng ganyan, yung appreciation.

Coaching is, of course, when you're inside a coaching relationship,

or pag may coaching na ginagamit yung managers within the organization,

that's also feedback.

And of course, real-time feedback.

Yung ganyan, as an end user, we normally give feedback.

So either ganyan.

And usually nga, pag nag-feedback tayo,

pag hindi tayo masaya dun sa experience.

Okay.

So, constructive feedback.

Incident, parang ironically, kahit pag-iisipin natin,

usually, yung sa mga managers or people who have to give feedback,

parang they feel awkward about this whole approach.

Pero sa totoo lang, and this is a study conducted by Harvard Business Review,

actually, negative or constructive feedback is a lot, is very much appreciated.

Yan yung hinahanap ng mga tao.

Yan ang gusto nilang marinig.

Kasi yan yung areas of improvement eh.

Okay.

Hindi ibig sabihin yan lang yung gusto nilang marinig.

Kasi like you said, kung puro negative, that's demotivating.

Parang wala ka ng tamang ginawa, diba?

Okay.

And here's another interesting data, Vince.

The older you are,

the more feedback you want.

Okay?

Yung iba kasi natatakot din na magbigay ng feedback, Alex,

dahil nga, baka sabihin sip-sip ako, ganyan, diba?

Yes.

So, yan yung ano.

So, may mga ganyang ano rin, issues.

Pero I thought it was interesting to highlight this.

Kasi parang, oh nga, siguro it takes a level of maturity to say,

Sige, tell me what I need to work on.

Um, siguro pag mas bata, medyo mas kailangan mo yung,

medyo mas kailangan soft yung approach, diba?

And you need more positive reinforcement.

Tapos, tsaka ka palang magiging ready for the constructive feedback.

So, ayan, especially in cultures, collectivist cultures, no?

Kagaya nga ng Pilipinas, na napaka-indirect ng form of communication natin.

Um, kailangan paligoy-ligoy.

Minsan, feedback can be associated with, you know, some sort, a level of embarrassment.

Minsan, confusing.

Kasi nga, nakakapaligoy-ligoy.

Nalilito ka na parang hindi mo na alam kung ano yung talagang point ng feedback.

And in that case, it becomes frustrating, diba?

So, ayan.

I think isa din na magandang gawin, kapag ikaw nagbigay ng feedback,

hindi lang yung one way na,

sabi mo, tapos na.

I think, kailangan din na makinig ka, diba?

Kasi, you also have to listen.

Hindi po pwedeng ikaw lang yung salita ng salita, eh, in terms of feedback giving.

Absolutely.

Sa tuno lang, Vince, dapat kasi yung feedback,

hindi yan tinitreat na parang, okay, seramunan kita, diba?

Tama yun.

Dapat bibigyan mo ng pagkakataon na sumagot yung tao.

Kasi, kung feeling niya, hindi tama yung observation mo,

or kung gusto niyang magpaliwanag,

that person should feel safe enough to say so, no?

Hindi naman yung sabihin, diba?

Pero, ganun yun, eh.

It's a dialogue.

Hindi siya one way na, okay, makinig ka, sabihin ko sa'yo kung anong problema, diba?

So, constructive feedback.

Ano ba itsura niyan?

So, una-una, syempre, objective, okay, and tactful.

Well, yung tact, hindi naman natin problema yan, eh.

Mga Pilipino, we're normally extremely polite.

Super polite pa nga.

Minsan, magsusorry pa bago mo, magkakaroon ng feedback na bago.

Sorry ha, pero I have to.

Okay.

Clear and actionable.

Ito yung importante rin.

Again, minsan, kakasugarcoat mo ng gusto mong sabihin.

Hindi na tuloy clear kung ano yung gusto mong sabihin.

Okay.

Diba?

Oo.

And then, yes, it comes from a place of helpfulness and empathy.

So, yun.

You know, if you know na,

what you're about to say is for the person's personal growth,

well, then, makikita mo yun, eh, sa tono nung sinasabi mo.

And then, there, yeah, given from a growth point of view,

genuine and sincere.

Of course, yung authenticity is super important.

Okay.

So, kung yun ang constructive feedback,

ano naman yung hindi constructive feedback?

Or, you know, what's destructive feedback?

Hindi yan paraan para gumante or to offend someone personally.

Okay?

And this is what a lot of people fear, no?

Parang feedback, oh my gosh, yan na yung time na gagantihan ako nito.

Diba?

And that shouldn't be the case.

It's not about blaming the other person.

Hindi yan pagkahataon para sabihin, ah, kasi if you did this, maganda sana yung resulta ng project.

Okay.

It's not an excuse to microphone.

It's not an excuse to micromanage either.

Hindi pag nagbigay ng feedback, sabihin mo,

I can say, you didn't perform well from now on,

ito, parang babantayan na kita sa bawat ano mo.

Hindi rin yan yun.

Oo.

Actually, ang goal ng ano, lalo na in the workplace, no,

ang goal ng feedbacking is para dumali ang buhay ng bawat isa,

hindi para saluhin mo at maging independent sila sa iyo, diba?

Exactly.

Exactly.

Exactly.

So, dapat ganun palagi, yung parang babalikan mo yun, bakit, ano nga ba yung purpose ng feedback?

Diba?

So, if you keep that in mind, I think, you'll be okay.

So, sa totoo lang, the real challenge with feedback is hindi naman the feedback itself,

it's how you give it, how you communicate.

Oo.

Totoo yan.

Actually, alam mo yung isang classic dyan na naalala ko, ito naman yung mga high school, ganyan,

yung mga may body odor.

Oh, my God.

Yes, oo.

Diba?

Totoo.

Yung parang, no, you know, funny kasi the other day, naisip ko yan na yung,

minsan, pag kunyari, may kausap ka, diba, yung kaibigan mo,

yung kaibigan mo, she has something either between her teeth or yung pag yung,

sa amin naman, pag yung lipstick na nasa ngipin, na parang,

paano mo sasabihin without putting that person on the spot?

Pending.

Diba?

Kasi parang, that's feedback.

Pero at the same time,

off ka, kasi ayaw mo naman siya mapahiya.

Meron pa yung isang funny experience.

Ito, last year lang ito.

So, nagpunta ko sa office,

ang busy-busy, diba?

Naglagay ako ng, ano,

naglagay ako ng sunblock,

pero may foundation,

pero hindi ko pa na-spread,

may tumawag.

Tapos,

nalimutan ko na siyang spread.

Hindi ko na nakita,

yung ano ko sa salobin ko,

and I went out.

Thank you, God.

Tapos, nung,

nag-CR ako,

nakita ko,

oh, my God,

mukha ako.

Tapos, sabi nila,

una,

sir, akala namin,

uso.

Akala nila,

passion.

Sabi ko,

akala nila, okay,

trending siya.

Sabi nila,

hindi pa rin,

ay, sir, bagong passion ba yan?

Bakit ganyan yung mukha?

Nakakainis, diba?

Yes, pero you know what?

May nakita ko,

and I sabi ko,

that's the perfect example.

Kasi ako rin,

I don't know how to approach

those situations, no?

Lahat,

pag may iba,

may ibang tao.

So, one time,

I saw,

it was an interview

ni Emma Watson,

okay,

I'm a huge fan of hers,

and the interviewer,

parang she had

a pen mark,

yata sa mukha niya,

and ang sabi niya,

this is how she,

and she was being interviewed

with someone else.

Sabi niya,

and this was already live,

sabi niya,

I'm sorry,

I know you will do this

for me

if it happened to me.

I just need to tell you

that you have a pen mark

on your,

so,

you know,

parang sa akin,

wow,

that's the perfect way

to say it.

Yung parang,

alam ko gagawin nito,

for me,

so,

gusto ko sabihin sa iyo

na ganito,

parang matanggal mo siya.

Diba?

Parang,

okay, yun,

that's the perfect way

to,

you know,

to confront

an awkward situation

like that.

Ayan,

okay,

so,

so, yeah,

so,

ayun.

So,

ano ba yung checklist

para makapag-deliver tayo

ng effective feedback?

So, yun nga,

unang-una,

it has to be

specific

and clear,

okay?

Hindi pwedeng mga

generic comments

na walang,

na walang direksyon.

It has to be

well-timed,

okay?

Hindi naman,

syempre,

timing is very important

kasi hindi pa pwedeng sabihin,

if you notice something,

hindi,

like,

you know,

it doesn't have to be

immediately after,

pero hindi naman din pwedeng,

ayun na what,

six months ago,

yung ginawa mo,

yung performance mo,

parang,

ano,

ang layo na nun eh.

And which is why,

di ba,

parang,

ano ba,

give the person time

to act on that feedback.

Pero you can't do that

kung six months down the line

mo sasabihin.

It has to be linked to

what's expected of that person,

okay?

It can't be something na parang,

wala ka talagang masabi,

so parang,

sige,

hugot ka na lang

ng ibang feedback,

kahit nasa tito lang,

hindi naman yung part

ng deliverables

ng tao.

Focus on the task.

This is super important.

And that's exactly

one good way

to make sure

you're not attacking the person.

And then,

focus on strategies,

not solutions.

Kasi, syempre,

pag sinabi mo dun sa tao,

ito yung areas of improvement,

you want to give that person

the agency,

yung pagkahataon

to see how he or she

can approach things better.

Huwag mong sasabihin,

ito yung gawin mo.

Kasi, that's,

diba,

people are more empowered

pag binigyan mo sila

ng possibility

to think

and understand,

okay,

ano,

paano nila susolusyonan yun?

Yung isa sa mga,

yung isa sa mga ginagawa namin

na exercise is,

kapag nag-feedback giving,

ano,

so magbibigay ka na ng,

ano,

ano yung mga nagustuhan mo,

tapos ano yung

areas for improvement.

Pero, crucially,

ang pag-uusapan nyo dun ay,

yung next ay,

ano,

ano yung maitutulong ko sa iyo

to make this,

to make this improve?

Or,

ano yung gusto mong tulong

mula sa akin?

Yes.

Yes.

Exactly.

Very, very,

very, very good practice, Vince.

I mean, kasi,

in that case,

alam na nila,

they feel supported.

Hindi yung parang,

okay, sige,

alam mo na gagawin,

good luck to you, diba?

And then,

ano na lang,

parang,

see you in the next review.

So, that's,

that's a really good,

that's a really good approach.

Okay.

And then,

so, we're on the checklist.

And finally, of course,

it has to be actionable

and achievable.

Usually,

pag may bibigay ng feedback,

you know,

you want to be realistic then

with what the person can do

given the time frame.

Don't give them yung feedback na,

okay, sobrang,

parang they have to take

10 steps to reach that.

Kasi, pag gano'n,

it's really,

it's demotivating.

Kasi,

ano lang yan eh,

sabi nga nila,

parang,

ito yung comfort zone na,

10,

when you give feedback

that's actionable

and realistic,

you're just asking the person

to step a little bit

out of their comfort zone.

And,

kasi, yun,

realistic yun,

pwede nila yung gawin.

Pero, if you're expecting them

to do so much more,

wala na.

Parang,

parang sinabi mo na,

okay, sorry,

I guess,

yun yung goal,

it's not realistic,

so,

bahala na.

Diba?

It's,

it's not,

it's not,

it's not effective at all.

And then,

finally,

to me,

this is the most

important,

important thing,

lalo na sa ating mga Pilipino,

we really have to make

the implicit explicit.

Meaning,

don't assume anything.

As in,

sabihin mo na,

lahat ng kailangan mong sabihin,

to make sure everything

is out in the open.

And,

kaya,

gusto ko yung sinabi mo,

Vince,

kanina,

na parang,

sige,

so,

ano yung sa tingin mo

po pwedeng gawin?

And,

what can I do to help?

So,

that's,

that's a very good way

to put it.

Dito yung mga examples,

na sinulat ko,

parang,

ano na,

you tell them in advance,

okay,

kung meron tayong

kailangan na

may tough conversation

or may feedback ako

na kailangan

ibigay

o may ganyan,

parang,

what's,

what's the best way

to go about it?

Or,

ano yung preferred way mo

na malaman?

Diba,

kasi may iba-iba tayong

communication skills.

Some people receive

feedback better.

Yung,

yung ganyan,

one-on-one lang.

So,

kung sasabihin mo

from the start,

I want to do this

because I want to make sure

that I'm not offending you,

that you know that I have

your best interest in mind.

So,

right?

There.

Oops.

Ayan,

sorry,

nag-a-add shot.

Ayan.

So,

to me,

this is,

and this is

a quote that I chose

for today,

na

sums up everything

no?

Is,

we really,

it says,

make feedback

normal,

not a performance review.

Meaning,

as a culture,

let's try

and normalize

giving

and receiving feedback.

Kasi nga,

if we keep in mind

what the feedback

is for,

and it's for

helping that person

improve,

and therefore,

the rest of the organization,

it's not going to be

something

awkward.

It's not going to be

something

we resist,

and we'll be

more mindful

about how we deliver it.

So,

to me,

you know,

if we keep this in mind,

and yun nga,

let's make it,

let's normalize it.

Huwag yung parang,

okay,

once a year lang,

and then,

alam mo na,

kinakabahan ka na

malapit na yung date na yun

because it feels like

judgment day

because right now,

that's what a lot of

companies do,

right?

They give feedback

once a year.

Okay.

I also remember

when I,

wait,

ibigay ako ng training

sa mga OFWs

natin sa Hong Kong.

So, marami sa kanila

mga domestic workers,

ano?

At ang sabi ko,

paano,

kasi,

syempre may kasama ko

dito sa bahay

at sinabi ko sa kanil,

tinanong ko sa kanila,

ano yung best way

para talagang

yung kasama namin

sa bahay

ay kung ano yung

ibibigay ko na feedback

or instruction sa kanya

ay gagawin niya.

Yes.

At alam mo yung sabi

nung,

ano,

syempre hindi ko na maalala

kung sino yung nagsabi

sa akin sa kanila,

pero ang sabi niya,

alam mo Sir Vince,

yung si Manang,

ayaw naman niya talagang

yung siyang magkamali.

So, kung mayroon siyang

dapat i-improve,

sabihin mo sa kanya agad

para hindi siya magkamali.

Sabi ko,

ay, ang tara.

Ayaw.

Perfectionist.

Perfectionist.

Okay.

Pero diba,

yun nga,

I mean,

since iba-iba talaga tayo

ng communication style

and iba-iba talaga

iba-iba tayo

ng preferred way

of communication.

So, mabuti na

from the start,

tatanungin natin

o ano ba yung

what's going to work

for both of us.

Kasi,

kung mali mo yung premise

na I'm here to help,

we're here to help

each other grow.

So, sana,

of course,

mayroon talagang mga tao

na wala,

they'll still be offended.

But, at least,

you know that

you did your part.

Yun.

Okay.

Naku,

ang happy naman

ng ating usapan ngayon.

Tungkol sa feedback giving.

I-edit ko to

at papakita ko sa mga...

Gagamitin ko sa

sessions namin

with my staff.

Yes.

Okay.

So, yeah.

So, thank you so much, Vince.

This has been another

exciting chat

and I'm always

very grateful

for this opportunity.

Para po dun sa mga

nakikinig

or dun sa mga manunood

later on,

please connect with me.

I'm on LinkedIn,

I'm on Facebook,

of course,

on Instagram,

and I'm also on YouTube.

So, kung may mga katanungan

po kayo

about communications

or presentations,

then feel free

to drop me a line,

send me a message,

and pag-uusapan po

natin yan.

Ayan.

Sige.

Maraming, maraming salamat,

Alex.

At mag-uusapan tayo

next month

sa next naman

na tapos natin.

Pag-isipin.

Naku, Valentines,

pag-ibig na naman

pag-uusapan natin.

Okay.

Pag-iibig na naman nga.

Okay.

Baka may kasunod na yung

299.

Ang engagement ring.

Nagpag-asala kaya sila

o hindi.

O baka break na sila.

Okay.

Sige.

Thank you.

Okay.

Thank you.

And see you next month.

See you next month.