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Jun 20 - Effective Feedback Skills
Effective Feedback Skills
June 20, 2006
1. "Check your motive.
The goal of constructive feedback is to help. Feedback which has a hidden agenda such as settling a score or punishing another will not bring about a positive change in behavior.
2. Self-critique should come first.
Prior to putting others in their place, put yourself in their place.
3. Take care not to undermine the person's self-confidence.
Try to identify at least one area in which you can offer genuine praise before exposing the problem.
4. Be hard on the issue and easy on the person.
Deal with the issue at hand. When feedback becomes a personal attack, you destroy your credibility.
5. Don't compare one team member with another.
Relate to people as individuals. Asking individuals to beat their personal best is far less threatening than comparisons between team members.
6. Be specific.
Constructive criticism will often be interpreted as destructive, personal, or petty when it is non-specific.
7. Be sure the time is right.
The ideal time to provide feedback is as soon as you become aware of a problem. However, this is not always the best time. Consider what you know about the individual's personal life. The right time to provide feedback is when the person is able to hear it, not necessarily when you are ready to provide it.
8. Ask for feedback on your feedback.
Once you have shared your concerns, ask the other person to respond. Make sure they heard what you were trying to say. Sometimes what we believe we said clearly is not what the other person heard (Chapman, 2003, p. 100-101)."
Reference: Chapman, K. (2003). The leader's code: a people-sense guide to leadership. New York: iUniverse. Inc.
The Leader's Code is available on loan from the Ohio State University Leadership Center. To borrow this resource or any other resource, please go to the resource search page http://164.107.48.88/winnebago/index.asp?lib=???
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Created: 2008-04-01, Updated: 2009-04-10
