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Giving Feedback – lets be more open and honest!

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Posted: 4th Oct 2015  |  Share this Article:

Why is receiving or giving feedback such an awkward topic. Personally I feel we would all benefit from feedback, it needs to honest and constructive. Honesty although difficult at times, really is the best policy.  If you were doing something wrong, or could be doing something more effectively or efficiently, more cheaper etc wouldn’t you prefer to be told….

Constructive being the operative word:
Collins definition: an adjective, serving to build or improve; positive.

Oxford definition: Having or intended to have a useful or beneficial purpose ‘constructive advice’.

Receiving feedback regularly –  means you could be more productive in your role.

*Giving Feedback:

  1. Make sure it is the right time and the right place
  2. Be direct and honest (being rude is totally inappropriate)
  3. Own the feedback
  4. Avoid generalisation sweeping statements
  5. Follow the SEE model
    See – describe what you saw
    Explain – it’s impact and any outcomes
    Explore – implications for future performance
  6. Use specific examples of what the person has done or said, such as ‘I particularly liked the way in which you handled that meeting by making sure everyone had a chance to speak’
  7. Refer to a person’s behaviour, rather than aspects of their personality
  8. Focus on what people can change
  9. Limit the feedback to only one area in any one feedback session
  10. Give more postive feedback than negative

*Receiving Feedback

  1. Listen attentively without interrupting
  2. Try not to get defensive and keep your emotions in check
  3. Accept praise graciously
  4. Ask for examples if the person giving you feedback hasn’t provided you with specific details
  5. Ask questions for clarification if you don’t understand the feedback
  6. Avoid arguing – it is the givers perception and is as valid as yours
  7. Don’t try and justify your actions – your intentions may have been honourable but it is the impact that you are getting the feedback on
  8. Decide whether and how to act on the feedback
  9. Play back your understanding of the conversation to show that you’ve understood it
  10. Thank the giver for being honest and direct – it may not have been easy for them.

*Extracted from Leading for London development programme

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Vivien Edwards

Written by

Vivien Edwards

Cornerstone42 founder

Vivien has nearly 20 years administrative experience covering project and event management, recruitment, training and development, mentorship and supervisory for other admins.

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