Giving feedback
Question # 1 What examples will you use when you give a person feedback?
Expert coaches tell people one important thing they noticed that, if changed, will likely yield immediate and noticeable improvement.
http://www.ascd.org/publications/educational-leadership/sept12/vol70/num01/Seven-Keys-to-Effective-Feedback.aspx
Feedback must be actionable. Saying, “You don't seem interested in your patients” isn't nearly as helpful as saying, “You turned around and left the room when Mrs. Stone started crying.” https://www.psychologytoday.com/intl/blog/happiness-in-world/201409/how-give-feedback
Avoid words like “never” or “always”, because the person will get defensive.
http://www.mindtools.com/pages/article/newTMM_98.htm
Question # 2 If you want to give negative feedback, why do you?
Giving feedback on what is not working
helps to avoid misunderstandings.
https://www.thoughtworks.com/insights/blog/distributed-development-enablers-part-1-people-0
Negative feedback serves as important fuel for other changes that are needed.
https://hbr.org/2017/10/how-to-give-feedback-people-can-actually-use
Research shows that when asked what was most helpful in their careers, 72% of respondents attributed performance improvement to getting negative feedback from their managers.
https://hbr.org/2014/01/your-employees-want-the-negative-feedback-you-hate-to-give https://hbr.org/2018/03/how-to-solicit-negative-feedback-when-your-manager-doesnt-want-to-give-it
Research in an organization showed that when people received “disconfirming feedback,� they would try to move away from the coworkers, who had offered it, and they would look for new and different relationships.
And the more negative feedback they received, the further the employees would go to forge new networks.
https://hbr.org/2018/01/negative-feedback-rarely-leads-to-improvement
Question # 3 If you want to give positive feedback, why do you?
Positive feedback, which recognizes progress on meaningful work, is one of the best drivers of engagement, motivation, and innovation.
https://hbr.org/2017/10/how-to-give-feedback-people-can-actually-use
At www.adobe.com feedback conversations provide answers to 2 questions: 1. What does this person do well that makes her or him effective? 2. What is one thing she / he could change or do more of that would make her / him more effective?
https://hbr.org/2017/07/how-adobe-structures-feedback-conversations
Giving positive feedback helps to strengthen relationships and create a feeling of oneness.
https://www.thoughtworks.com/insights/blog/distributed-development-enablers-part-1-people-0
For a player - for any human being - there is nothing better than hearing “Well done.� Sir Alex Ferguson
http://hbr.org/2013/10/fergusons-formula/ar/4
Question # 4 In which situations will you communicate your opinion?
When providing feedback to creative workers, signal that your opinion is exactly that: an opinion. Doing that requires providing feedback that includes first-person pronouns: I, me, and my. “I see…” or “What strikes me is that…” or “My opinion is…”
https://hbr.org/2017/11/how-to-give-and-receive-feedback-about-creative-work
Question # 5 When will you give feedback?
The closer in time your feedback is given to the behaviour that should be changed, the more likely it is that the behaviour will change. When memory is fresh, the person getting feedback can better appreciate the impact of the advice you're giving. https://www.psychologytoday.com/intl/blog/adaptation/201710/how-give-feedback-people-will-actually-listen https://www.psychologytoday.com/intl/blog/happiness-design/201511/getting-more-purpose-work-feedback https://youtu.be/5YtLDVVGjEs. Minute 1:30.
https://hbr.org/2015/02/millennials-want-to-be-coached-at-work
Question # 6 How long time will it take for you to give person x feedback?
Thank you. Great job. I really appreciated your work on that project. This takes less than 10 seconds to say.
http://www.forbes.com/sites/victorlipman/2013/02/09/in-praise-of-praise/
20 minute feedback session between 2 people 1. First, Person A gives feedback to person B for 5 minutes. Person B listens. 2. Then person B gives feedback to person A for 5 minutes. Person A listens. Repeat steps 1 and 2. Adapted from https://www.agileconnection.com/article/strategies-encouraging-and-facilitating-team-feedback-sessions
Question # 7 Why will you give honest feedback?
Research shows that when people receive honest feedback, they are far more engaged.
http://www.forbes.com/sites/joefolkman/2013/12/19/the-best-gift-leaders-can-give-honest-feedback/ https://hbr.org/2014/02/stop-pretending-that-you-cant-give-candid-feedback
Question # 8 If you want to give more feedback about effort than about talent, why will you?
Praising effort helps build resilience and determination.
Praising talent and ability results in risk-aversion and heightened sensitivity to setbacks.
https://hbr.org/2012/01/the-right-mindset-for-success https://hbr.org/2013/12/building-a-feedback-rich-culture
Question # 9 What emotions will you express how when you give feedback?
Before you give feedback to another person, calm down.
http://www.forbes.com/pictures/fjgf45hjd/calm-down-first-3/
Smiling is so important to social interactions that we can discern whether someone is smiling even if we cannot see them. Therefore, your smile is something to think about - even if you are delivering feedback over the phone.
Smile appropriately to project warmth and goodwill. https://hbr.org/2017/01/when-giving-critical-feedback-focus-on-your-nonverbal-cues https://www.sciencedaily.com/releases/2008/01/080111224745.htm
Further inspiration http://www.ascd.org/publications/educational-leadership/sept12/vol70/num01/Seven-Keys-to-Effective-Feedback.aspx http://www.businessinsider.com/linkedin-ceo-jeff-weiner-2014-6 http://www.edutopia.org/blog/timely-feedback-now-or-never-john-mccarthy http://www.fastcompany.com/1753874/feedback-usually-says-more-about-the-giver-than-the-receiver http://www.gsb.stanford.edu/news/headlines/carole-robin-feedback-gift https://hbr.org/2013/02/how-to-give-a-meaningful-thank https://hbr.org/2017/01/when-giving-critical-feedback-focus-on-your-nonverbal-cues http://humanresources.about.com/cs/communication/ht/receivefeedback.htm http://jp.dk/jptv/nyheder_erhverv/karriere/article2514562.ece https://www.amazon.de/Process-Consultation-Organization-Development-Organizational/dp/0201067366/ p. 98. http://smartblogs.com/leadership/2011/07/20/how-much-feedback-is-too-much/ http://web.hbr.org/email/archive/managementtip.php?date=022610 http://www.your-brain-at-work.com/files/NLJ_SCARFUS.pdf http://youtu.be/wnojHbEBGqU