4 Essential
Components of Effective Feedback
Use these tips to ensure your message is heard.
It is hard to imagine reaching our potential at any
endeavor in a vacuum. Consistent, detailed feedback gives us the perspective
and insights from others that allow us to fix errors, grow, and improve. When
we give feedback, we give our team members the tools they need to meet or
exceed our expectations.
As a leader, manager, or business owner we
have a vested interest in our team members' growth and development, and we have
the same need for ourselves. That's why the ability to both give and receive
feedback is critical to our success. There are four key principles to giving
and receiving feedback effectively.
1.
The Power of Specifics.
Generalities
don't help us much at all. "You need to step up," or "great
job," don't tell us anything about what we have done or what we need to do
later. At best, they tell us what someone else is thinking at a given moment.
When giving feedback make sure you are
sharing what you actually saw, what the data really shows, and what specific
steps are needed. When receiving feedback, make sure you understand the
specifics, looking for more than vague generalities.
2.
The Need for Conversation.
Real
understanding doesn't come from solely listening to someone else talk. Dialogue
is necessary for the message to be truly received and understood.
When
giving feedback, talk less and listen more. Yes, you have a message to share,
but if you do all the talking, understanding may be compromised. In addition,
there are a number of ways to start
the conversation effectively, so
the feedback recipient will be more open to what you have to say.
When you're the one receiving feedback, ask
questions to ensure you understand the perspective of the person delivering the
feedback. However, make sure that you don't dominate the conversation,
especially if you're the boss. Remember the feedback is to help you be a better
leader.
3.
The Reality of Ownership.
Feedback
is a gift of perspective, insight, and understanding from another person, but
that feedback is about the behaviors, habits, and results of the other person.
In order to be effective, feedback must be about the other person and focus on
them owning that feedback.
When giving feedback, start by asking the
other person to share their perspective on their performance. After all, if
they agree with what you were going to share, you don't need to share it, and
there is no chance they will become defensive--after all, people don't argue
with their own data. If the goal is ownership, deliver feedback in a way that
best creates that ownership.
When receiving feedback, listen to what is
being shared with an open mind. Don't move to blame, excuses, or justification
too soon. Own the results of your actions.
4.
The Balance of Before and After.
The
power of feedback is to give people a benchmark of where they are and what they
need to do next so they can continue to develop and improve. Most feedback is
about past performance, and while that provides context and historical
perspective, ultimately people need more than a history lesson; they need a
picture of what to do--and not to do--in the future, too.
When giving feedback, remember to talk about
the past and the future. And when receiving feedback recognize you might only
receive perspective on what has happened. When that is the case, ask the
follow-up question: what can I do next time to make sure I am improving?
AND SO…
Feedback has been called "the breakfast
of champions." I don't know what meal it should be, but I do know that it
is critical to reaching our goals. For that reason, we need to get better at serving
it up and taking advantage of it when it is offered to us.
BY KEVIN
EIKENBERRY
http://www.inc.com/thehartford/four-essentials-components-of-effective-feedback.html?cid=em01014week39a
No comments:
Post a Comment