November 5, 2020, 8:30 a.m. to 6 p.m. EDT | November 6, 2020 – February 7, 2021, On-Demand | Online Conference
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There is a technique we use here in our team. Periodical feedbacks. There are 3 things to take into account when giving feedbaks:
1 - Situation: when the fact happens, including exactly the description of the person´s behaviour when it occurred;
2 - Behaviour: describe what happened, what were his/her attitudes, but do not include your personal opinion. Just facts.
3 - Impact: what were the impacts of his/her behaviour, how people react.
This technique is based on facts instead of personal opinion. Feedback should be specific instead of generic, based on observed behaviour and never on judments.
Hope it helped.
I received some good advice on giving feedback, years ago.
First, ask permission. Say "May I give you some feedback?" or something similar. The point is to prepare the other person for what you're about so say, and let them know that it's for their benefit. If the other person says no, then don't waste your time. If the person says yes, then they have purposely invited your feedback and should be less defensive. (I'm guilty of skipping this step when people report directly to me, because part of my job is to give them feedback.)
Second, be specific. Describe the situation, the person's actions, and the result. Instead of saying "You're always angry and it's hurting the team," for example, say "When you shouted in the meeting, this morning, no one answered, and I couldn't get any more opinions. I need your opinion, but I believe others were frightened by your tone and I now have to meet with them individually to hear their opinion."
Thank you for participating in this reflection and in your opinion.
Very interesting what you wrote:
"1. This technique is based on facts instead of personal opinion.
2. Feedback should be specific instead of generic, based on observed behavior and never on judgments. "
Can you do this systematically?
Thank you for participating in this reflection and for your opinion.
Interesting what he wrote: "Be specific. Describe the situation, the person's actions and the outcome"
Any recommendations on paralanguage?
What about body language?
Thanks for your feedback
Very interesting what he wrote: "As a result honest, constructive and open debate will encourage those in the know to give their feedback as the direction of the project"
Are there specific skills for giving feedback?
You can find more information about this technique acessing: https://www.ccl.org/articles/leading-effec...ent-and-impact/
I practice it with my team systematically. The results are very good.
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