Giving Effective Feedback

Giving good feedback

Most feedback I have received has never worked the way I hoped for or the way the person who gave me feedback thought it would work. 

Why? Because the feedback usually was only a personal preference of the person giving it. The feedback stays pretty generic. Feedback has nothing to do with the goals of the person getting the feedback. Share specific feedback. Share feedback that’s focused on the person you’re giving feedback to. 

Feedback is a leadership tool. 

Instead of starting with preferences, start with the idea of effectiveness. Instead of starting with you, start with them. 

Example: (Bad) I thought that task could have had better advertising. (This is personal preference and built around you not the one who is needing feedback).

(Good) If you and your team could have set aside more time to think through your advertisement plan. Do you think you would have experienced better results? (This keeps the focus on effectiveness not preference). 

Keeping feedback about the other person and their effectiveness, helps them to feel respected. Keeping feedback about your preference etc makes the other person feel they don’t measure up. 

Great feedback is about the other person not about your preference.

Am I being specific enough to give great feedback?

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