Giving the feedback
Receiving the feedback
It’s odd how we tend to criticise people in huge detail but rarely praise or encourage with more than a few casual words. But how do you tell someone that they’d benefit from changing their behaviour? Giving any land of feedback (and particularly where it is negative or critical in some way) is a tricky task at the best of times – which is why we so often avoid doing it. Handled badly, a few comments that are meant to be helpful can easily become destructive instead.
By participating in this workshop individuals will be able to:
- Identify the four stages (Understand, Empathise, Listen and Agree) of the giving and receiving constructive feedback cycle.
- Appreciate the skills involved in effective feedback giving and receivmg.
- Identify your natural communication style.
- See how your feedback style can mipact onthe communication process.
- Understand how to improve the way you bofh give feedback to others and take feedback m a positive way.
- Recognize that the way you communicate is influenced by the way you prefer to engage with other people (introversion versus extroversion).
- Appreciate that you values and beliefs, and the assumptions you make can act as powerful communication 'filters'.
- Think about the emotional energy that you might bring to a conversation.
- Appreciate that you need different communication styles to differing situations.
- Convey real and valid observations using specific and concrete information.
- Use the facts without judgement to gain a mutual understanding.
- Ensure that the feedback is brief and to the point, you may repeat the message using different words.
- Provide observations that focus on the action not on the person and limit feedback to one observation.
- Focus the discussion away from the problem and forward the solution.
- Determine what to do next in clear terms.
- When appropriate ask for the change that you want (you entered this discussion with expectations!)
- Leave the responsibility for action with the other person and then manage your expectations.
- Obtain a complete picture so you can choose the best response.
- Tune in fully; our willingness to listen often will make the speaker feel better and help 'turn down any heat' quickly.
- Monitor any negative reactions that you may have to keep them from escalating.
- Select a few key questions to gather information, avoid antagonizing by asking too many questions.