A Quote by Anant Agarwal

There is a huge value in learning with instant feedback. — © Anant Agarwal
There is a huge value in learning with instant feedback.
Real-time feedback and coaching promotes learning. When feedback is connected to compensation, feedback is muted, distorted, and given less frequently.
There sure are a lot of these 'instant' products on the market. Instant coffee, instant tea, instant pudding, instant cereal... instant dislike.
I don't want to admit it, but I do enjoy the feedback from the audience. It's instant feedback. It's like, you could do a movie, shoot it for a year, wait six months, it comes out and you gotta do three weeks of marketing. Three weeks of that, and everyone goes, 'It sucks.'
We live in a society right now which is the last phase of the ecosystem in terms of the old entertainment value, or the old entertainment construction, which is we've gone down to this instant gratification, instant numbers, instant understanding, instant. But it's like the exact - it has perfected itself to the instant click, when, in a way, creativity originates as a much more complex beast. So we now have to reinvent a new canvas where we can indulge in it. And that's where the digital revolution creates a whole new ecosystem of entertainment.
We each have two human needs: To learn and grow & to be respected, accepted and loved the way you are. Even though feedback facilitates learning and growth, it conflicts with our need to feel respected. This is a key reason we resist feedback.
From the first moment of life, men ought to begin learning to deserve to live; and, as at the instant of birth we partake of the rights of citizenship, that instant ought to be the beginning of the exercise of our duty.
What is an "instant" death anyway? How long is an instant? Is it one second? Ten? The pain of those seconds must have been awful as her heart burst and her lungs collapsed and there was no air and no blood to her brain and only raw panic. What the hell is instant? Nothing is instant. Instant rice takes five minutes, instant pudding an hour. I doubt that an instant of blinding pain feels particularly instantaneous.
Mind you, there is no value in learning. You are all mistaken in learning. The only value of knowledge is in the strengthening, the disciplining, of the mind.
There are three kinds of feedback and organizations must utilize all three to be effective: 1. Evaluation. This rates you against standards and peers. It lets you know where you stand. 2. Coaching. This information helps you get better and learn. It is an engine for learning. 3. Appreciation. Most desire for feedback is usually for appreciation. It motivates us.
It's all very well making records, but the joy of performing is that you get to meet people who give you instant feedback.
To learn anything other than the stuff you find in books, you need to be able to experiment, to make mistakes, to accept feedback, and to try again. It doesn't matter whether you are learning to ride a bike or starting a new career, the cycle of experiment, feedback, and new experiment is always there.
I'm a miracle man, things happen which I don't plan, I've never planned anything. Whatsoever I do, I want it to be an instant action object, instant reaction subject. Instant input, instant output.
Performing in front of an audience gives you an extra ten per cent energy and the chance to react to the instant feedback.
One of the many reasons why I love stand-up so much is when you're performing, you get instant feedback. You know if stuff is working right away.
I have learned from Twitter that you get that instant feedback about what people think about what you did.
We have instant pudding, instant photos, instant coffee—but there are no instant adults.
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