You're struggling to make feedback effective. How can you ensure it leads to positive results?
Effective feedback is crucial for growth, but it can be challenging to deliver it in a way that drives improvement. Here's how you can make your feedback impactful:
What strategies have worked for you when giving feedback?
You're struggling to make feedback effective. How can you ensure it leads to positive results?
Effective feedback is crucial for growth, but it can be challenging to deliver it in a way that drives improvement. Here's how you can make your feedback impactful:
What strategies have worked for you when giving feedback?
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𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝘀 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝗽𝗼𝗶𝗻𝘁𝗶𝗻𝗴 𝗼𝘂𝘁 𝘄𝗵𝗮𝘁 𝗰𝗮𝗻 𝗯𝗲 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗱; 𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗳𝗼𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗮 𝗺𝘂𝘁𝘂𝗮𝗹 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴, 𝗯𝗲𝗶𝗻𝗴 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰, 𝗲𝗻𝘀𝘂𝗿𝗶𝗻𝗴 𝗰𝗹𝗲𝗮𝗿 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻, 𝗮𝗻𝗱 𝗲𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗶𝗻𝗴 𝘀𝗲𝗹𝗳-𝗱𝗶𝗿𝗲𝗰𝘁𝗲𝗱 𝗽𝗿𝗼𝗯𝗹𝗲𝗺-𝘀𝗼𝗹𝘃𝗶𝗻𝗴. 𝗕𝘆 𝗮𝗹𝗶𝗴𝗻𝗶𝗻𝗴 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗹𝗲𝘃𝗲𝗹𝘀, 𝗯𝗲𝗶𝗻𝗴 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗮𝗻𝗱 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗼𝘂𝗴𝗵𝘁𝗳𝘂𝗹𝗹𝘆 and 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗰𝗮𝗻 𝗹𝗲𝗮𝗱 𝘁𝗼 𝘀𝗶𝗴𝗻𝗶𝗳𝗶𝗰𝗮𝗻𝘁 𝗴𝗿𝗼𝘄𝘁𝗵 𝗮𝗻𝗱 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁.
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To make feedback effective, focus on being specific, timely, and constructive. Start with a positive note, addressing strengths, then highlight areas for improvement using clear examples. Frame suggestions as opportunities for growth rather than criticism. Encourage a two-way dialogue to understand their perspective and create actionable steps together. Use the "SBI" model (Situation, Behavior, Impact) to describe what happened and its effects. Follow up to track progress and show support. Most importantly, ensure your tone conveys respect and empathy — feedback should inspire, not discourage. As Ken Blanchard said, "Feedback is the breakfast of champions." When delivered right, it fuels better performance and strengthens relationships.
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- Avoid vague feedback. Instead of saying, “Improve your communication,” say, “Ensure your emails summarize key points upfront to save time.” - Explain the impact of the feedback. For example, “This adjustment will make collaboration smoother and help us hit deadlines faster.” People respond better when they see the bigger picture. - Feedback isn’t one-and-done. Check in regularly to track progress, offer support, and adjust expectations as needed.
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Personal few cents, very much prevalent in current working scenarios where challenges are immense. People forget rather neglect to learn from their mistakes. Feedbacks are often negative, a few positive ones does cheer you up. Amend your ways to take immediate corrective measures how to bridge the expectation gap. Think of a situation where the subject is in PIP mode, on razors edge. Limited time in hand ... focusing on specifics and your heartfelt actions counts the most. Keeping your motivation & confidence level high definitely works. Red >> Amber >> Green signals are your indicators. Just learn, learn & learn, positive results assured & impactful for sure ...
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first ensure a feedback for positive results, be specific what need to be done, maintain balanced positivity and constructive comments, two-way communication, provide feedback timely, follow up on progress, and create a safe, respectful environment.
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In leadership roles, it is essential for mentors to provide constructive feedback to team members to ensure clarity about their performance and competencies. This process should be systematic, beginning with observation and encouraging self-assessment. A particular focus on soft skills is crucial; comparing self-assessment results with observations can reveal gaps that need to be addressed. Open discussions about these discrepancies foster mutual respect and understanding, enabling mentors to create tailored development plans that address specific needs. This structured approach to upskilling helps individuals better navigate workplace challenges, whereas providing criticism without constructive feedback can lead to negative outcomes.
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Feedback is like seasoning—too vague, and the dish lacks flavor; too personal, and it becomes unpalatable. Struggling to give impactful feedback? Try this: 1. Be Specific: Instead of saying, "Your report was unclear," say, "The section on revenue trends needs more data for clarity." 2. Focus on Behavior, Not the Person: Avoid, "You're careless," and try, "Double-checking numbers can reduce errors." 3. Provide Actionable Steps: Suggest, "Use bullet points for key findings next time." For example, if a teammate misses deadlines, say, “Breaking tasks into milestones might help stay on track.” What’s your go-to feedback hack?
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Start by creating a supportive environment where feedback is seen as an opportunity for growth rather than criticism. Clearly outline what the individual did well and where improvements are needed, using concrete examples. Use a collaborative tone, such as “Let’s work on this together,” to encourage openness and mutual problem-solving. Offer actionable suggestions and agree on measurable steps for improvement. Follow up regularly to provide encouragement and assess progress, reinforcing positive changes.
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