Everybody understands that performance feedback should be constructive, focused and to the point. Effective feedback can resolve conflicts, overcome problems and improve individual and team morale. It doesn’t really need mentioning that ineffective feedback often accomplishes the opposite. Or that if you are skilled at giving effective feedback, your team will be more motivated, which leads to better performance. Show
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Some feedback facts*
*(source) Giving positive feedback is easyNo matter how skilled the feedback giver is, if the receiver isn’t interested in hearing or taking the feedback, nothing will get through. The more difficult the feedback, the more the giver needs to consider the the emotional impact of the feedback. Giving positive feedback is easy. What is and isn’t feedback?In an interpersonal environment, feedback is communication about a person’s performance and how their efforts contribute to reaching goals. Feedback is not criticism. Criticism is evaluative; feedback is descriptive. Effective feedback is goal-referenced and tangible, actionable, personalized, timely, ongoing and consistent. As a leader, giving feedback is a task you perform again and again, to let people know where they are and where to go next in terms of individual, team, and company goals. Giving feedback is a touchy thing. Think back over feedback you have received in the past. Chances are you’ve been given feedback that helped you develop. And, unfortunately, chances are somewhere in your career you’ve been given feedback that made you feel defensive, resistant or unmotivated. By putting yourself back in your old shoes, and thinking about how they actually gave you the feedback, you can improve your own feedback skills. Common mistakes people make when giving feedback
The DESC modelIn our skills-based Leadership training, we use the simple 4-step model DESC for structuring feedback. Participants in our “Practical Toolbox for Managers” seminars often highlight DESC as one of the most valuable tools they take away. This model is designed to help you to get your message clear and it can even take the stress out of the feedback conversation for those of us that weren’t born with effective feedback-giving skills. DESCRIPTIONGive an objective and concrete description of what you have observed using “I” statements. EFFECTExplain the effect or impact it had on your business, the team or its members. If the effect was an emotion, name it. Your body language and tone of voice will already be showing your elation or frustration – putting them out in the open can help you move things forward. SOLUTIONBuild the solution through a directive (“What I would like you to do next time is …”) or a participative approach (“What do you think we can do to avoid this next time?”). CONCLUSIONBuild a “contract of commitment”. Check your understanding of what has been agreed, and get commitment for the future. Further Leadership resources:
What is non evaluative information?not involving judging or calculating the quality, importance, amount, or value of something: The writer of the report took particular care to choose non-evaluative adjectives where possible. She gave the results of the survey in a purely factual, non-evaluative manner in order to remain as objective as possible.
Why is feedback a critical part of the communication process *?Feedback is a key component in the communication process because it allows the sender to evaluate the effectiveness of the message. Feedback ultimately provides an opportunity for the sender to take corrective action to clarify a misunderstood message.
Which of the following consists of all messages or exchanges of information that are spoken?Oral Communication
This consists of all messages or exchanges of information that are spoken, and it's the most prevalent type of communication.
What is the interpreting understanding and making sense of a message called?decoding. Interpreting and understanding and making sense of a message.
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