For example, an angry person won’t want to accept feedback,

Posted on July 15, 2015 by


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Giving and Receiving Feedback

Gerry Weinberg defines feedback as information about past behaviour delivered in the present which may influence future behaviour. One of the most important person to person communication skills is the ability to give and receive feedback effectively. Carl Rogers, noted psychologist, observed that one of our buy canada goose jacket cheap powerful needs is to be heard and understood.

It is important to note that if people don’t want your feedback, you will never succeed in Canada Goose Jackets reaching them, uk canada goose outlet no matter how smart or wonderful you may be. It is advisable not to give feedback uninvited, not because it Canada Goose sale is morally wrong, but because it just doesn’t work.

Focussed on action, not attitude Feedback is best given responding to specific actions that are done in the process of performing one’s job, not on a person’s attitude or personal characteristics

Directed to the future canada goose uk black friday Useful feedback uses past actions as a starting point canada goose to help the recipient to develop effective plans for future action

Feedback is multi directional Feedback is provided not just from a manager to his subordinate, but upwards to one’s manager and also laterally to other co workers.

uk canada goose Given in a spirit of supportiveness Feedback should never be given in a way that belittles the recipient or make others look good at that person’s expense uk canada goose

Feedback is continual Feedback is not something that is provided once a year, during the annual performance review. It is a continuous process which should make team members feel comfortable responding to each other on an ongoing basis.

Effective feedback is that which is clearly heard, understood and accepted.

Feedback is about behaviour not Canada Goose Coats On Sale personality. In giving feedback, it is essential that you are making no comment on what type of person they are, or what they believe or value the feedback is only on their behaviour.

canada goose outlet belgium Feedback should describe the effect of the person’s behaviour on you Feedback should be presented as your opinion cheap canada goose as it makes it easier for the recipient to hear and accept it, even if you are giving negative feedback. It is critical to choose your feedback language carefully. Useful phrases for giving feedback include: canada goose outlet belgium

“When you did [AAA], I felt [BBB].”

canada goose down jacket uk “I noticed that when you said [AAA], it made me feel [BBB].” canada goose down jacket uk

“I really liked the way that you did [AAA] and particularly [BBB] about it.”

“It made me feel really [AAA] to hear you say [BBB] in that way.”

canada goose outlet montreal address Feedback should be as specific as possible Canada Goose Parka Often, you blame the other person for everything he / she does. It is paramount to talk of specific occasions, specific behaviour, talk of exactly what the person did and how it made you feel canada goose uk shop the more specific the better in making the feedback effective. canada goose outlet montreal address

canadian goose jacket Feedback should be timely It’s no point telling someone about something that offended or pleased you six months later. Feedback needs to be timely, that canadian goose jacket is everyone can still remember what happened. canadian goose jacket

5. Pick your moment There are times when people are feeling open to feedback and times when they aren’t. For example, an angry person won’t want to accept feedback, even if given skilfully. Wait until they’ve calmed down a bit, before you put across your thoughts.

canada goose uk distributor If you have all the preparatory work in place to provide the feedback, you would need to choose an appropriate time and place to give it. It would be better if you planned it in advance and fixed a time that would be convenient for both, you and the recipient. It is desirable to choose a private area where your conversation won’t be overheard. Finally, before you start the feedback session, help the person to feel comfortable in some cases it would be advisable to start a casual conversation before you delve into the topic to break the ice. canada goose uk distributor

Describe the behaviour that prompted the feedback session Begin the feedback session with a description of the behaviour you want to change without making a value judgement or expressing anger or disappointment. It is preferable that you cite more than one instance of it, so that the recipient gets an idea of the extent of the problem.

Listen to the reaction of the recipient Once you have given the detailed description of the behaviour, give the recipient a chance to respond. There could be three possible canada goose black friday sale responses from the recipient that he

Refuses to accept responsibility.

If the recipient is confused over expectations, take time to clarify them patiently. The recipient should agree on a set of reasonable expectations and should be ready to acknowledge his/her responsibility for meeting them. For those refusing to accept responsibility, emphasize the negative impact that the individual’s current behaviour is having on co workers and the organization as a whole, and convince that he/she would face significant consequences if the behaviour continues.

canada goose outlet paypal Develop an action plan The goal of the feedback is to improve future performance or behaviour and hence it is essential that develop a specific plan for the recipient to meet the objectives. With an overall goal in mind, the recipient can list out the steps to reach that objective. canada goose outlet paypal

Thank the recipient for his or her efforts Appreciate the recipient for the time spent for the meeting and summarize the conversation and https://www.outletcanadagoose.biz the future course of action.

Often we find it difficult to receive feedback. It is critical that you uk canada goose must put aside feelings of defensiveness and focus on the details that can help you change your behaviour. While receiving feedback, you should.

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