How do you give and receive feedback?

Utilizing the SBI (Situation, Behavior, Impact) model, I demonstrate an invaluable feedback approach, particularly in navigating the repercussions of business decisions on operations. In this instance, the leader unintentionally disclosed significant production losses to a client during a business review. This untimely revelation contradicted our strategic plan, endangering both operational stability and client relations. The conversation shifted toward a solution-oriented perspective. Our focus transitioned from fixating on the disclosure to formulating robust strategies to address the production losses and their root causes. This approach helped the leader grasp the importance of aligning information disclosure with actionable solutions.

The when and where of feedback are crucial. Avoid disrupting work or discussing when emotions are heightened or in a public setting. Opt for a private, respectful conversation, preferably face-to-face or via video call. Seeking permission beforehand and ensuring the other party is open and prepared to listen enhances receptiveness to feedback, fostering a constructive and considerate exchange.

Es sumamente importante preparar el contexto para tener este tipo de conversaciones ya sea que des feedback o que lo pidas. El contexto dice mucho. ¿Está la persona preparada? ¿tiene tiempo para quedarse? Esto generará (o no) las condiciones optimas para que se realice este intercambio. Un paso más allá te recomiendo que chequees tu estado de ánimo ya que será importante para poder ver si está alto o bajo. Después recuerda empezar la devolución con una frase introductoria del tipo "Me gustaría poder conversar contigo respecto de cómo venimos trabajando" Hace tiempo que tengo ganas de que tú y yo revisemos tranquilos algunos aspectos de nuestro trabajo" o "No había encontrado el tiempo para conversar contigo"

Buscar el momento, no convocar a las personas a demanda. fijar en calendario el momento. El tiempo que definamos, enfocado en el tema a tratar. El respeto por el otro, no hacer otras tareas mientras se da feedback.

Choose the right time and place by scheduling a private and comfortable setting where both parties can speak openly. Ensure it's a time when neither is rushed or distracted. This environment fosters a constructive exchange and allows for focused and respectful communication.

Before you give some feedback, just think and ask yourself will it be helpful? Your feedback needs to be constructive and based upon facts not opinions. It shouldn’t be subjective or personal. It should include specifics which will be helpful to the other person so that they can improve in the future.

Giving Constructive feedback and making sure it is perceived/ received is an art, we should learn as a Leader: GIVING CONSTRUCTIVE FEEDBACK • Be expressive and don't overstress. • Don't be judgmental. • Express the issue as a statement, not a question. • Confine your opinion to things you know for certain. • Help people perceive and accept your compliments when giving positive feedback. RECEIVING FEEDBACK • Listen carefully. • Ask questions for clarity. • Acknowledge the feedback and valid points. • Take time to sort out what you heard.

Feedback should be measurable. That means, attached to a number. That way it is never an opinion. Think of sports teams and sales teams. Success is directly tied to a score. If you are let go by a team no one will question it. After all, low-performing salespeople and low-performing sportspeople have their feedback handed to them in front of everyone instantaneously.

This is the "easier said than done" part of feedback since people often view providing it as engaging in conflict. Identify a couple of clear examples and remind yourself that no one wants to keep making the same mistake. Be careful not to overcommunicate. This is key since people tend to get nervous or work too hard to make the other person feel okay. As a result, the feedback message ends up getting lost or sugarcoated in the process. Strive to provide direct and concise feedback but with support or care.

Feedback is an essential part of speaking. It can also be called a "difficult message", especially if you need a slam dunk. In the case of affirmative feedback, it is most effective if it is given directly at the end of the thought. In this case, referring to the topic, we can add one or two forward-looking ideas. In more complex situations, it is best if the message goes through without the recipient noticing the hidden purpose. In my opinion, good timing and appropriate communication are the warp and woof of an efficient confirmation. Delaying immediate feedback can prevent defensive behaviour, too. If the feedback was publicly offensive, the choice of location would be the second necessary tool.

In feedback sessions I use a specific approach that comprises two key components: delivering reinforcements and providing redirections. The first facet centers around delivering reinforcements to individuals. This involves highlighting exemplary behaviors displayed within the organization. It goes beyond mere acknowledgment, representing a purposeful effort to solidify positive practices. The second facet involves delivering redirections, where I address potential areas of growth and improvement. . Executed with sensitivity, it underscores that recognizing opportunities for enhancement doesn't equate to failure but rather serves as a route to refinement.

Feedback should be about helping others improve. Therefore feedback should be as clear and direct as possible. No one benefits from a nice and polite review. This doesn’t mean you need to destroy the other person’s morale. It means you need to learn to use tact and diplomacy in order to say whatever needs to be said. As Winston Churchill said: Tact is the ability to tell someone to go to hell in such a way that they look forward to the trip.

effective feedback is specific and objective, centered on observable behaviors and outcomes rather than personal traits. Avoid vague remarks like "good job" or sweeping suggestions like "improve communication skills." Provide concrete examples or data to illustrate points—like acknowledging timely, accurate report delivery or addressing a delayed client email response. Balance feedback by offering both positive and negative aspects, supplementing criticism with constructive suggestions and resources for improvement. This approach ensures feedback is actionable and conducive to growth.

Feedback, das offen und ehrlich ist, stärkt eine Kultur der Verantwortlichkeit. Es ermutigt uns, Verantwortung für unsere Handlungen zu übernehmen und aus unseren Fehlern zu lernen, was zu einer resilienten und anpassungsfähigen Organisation führt

Donde o cuando ocurrió la situación, cual fue la conducta o tarea de la que estamos hablando, que generó en los demás o en los resultados. Y que debería hacer en el futuro si se presenta una situación similar. Hechos, ser concreto, específico y enfocado en la mejora continua.

In leadership, mastering feedback is crucial. It's not about directing but engaging in genuine dialogue. My experience has taught me the importance of active listening and empathy. Rather than dictating, I've learned to appreciate perspectives and encourage open communication. Recognizing efforts genuinely fosters a culture of trust and improvement. This approach, emphasizing mutual respect and understanding, transforms feedback from a task into an opportunity for growth and collaboration. It's about building relationships, not just exchanging critiques.

Effective feedback isn't just about talking. It’s about truly being present. Then there's this often overlooked aspect of listening and empathy: silence. That's huge. When you pause and allow space in the conversation, you give others the chance to reflect and share more deeply. It’s a sign of respect. Silence shows you're not just waiting to speak—you’re absorbing what's being said. Also, put aside your distractions and internal agendas. Listening is about tuning in to not just words, but emotions and unspoken cues. Your silence will create a safe environment where honest dialogue can flow. That level of listening creates trust. It can transform feedback into meaningful connections.

Additionally, allow people space to return to the conversation at a later time if needed. This is particularly important for those who respond emotionally. While emotions can be valid and even appropriate, too much can flood someone's ability to think and present logically. If you see this happening, encourage the person to think about the feedback and schedule a time to return to the discussion shortly. This also can help when someone's first response is defensiveness.

At its core, empathy in feedback involves recognizing that every individual has their own unique strengths, challenges, and circumstances. It goes beyond simply critiquing performance—it involves stepping into the shoes of the recipient, considering their feelings, experiences, and perspectives. This approach transforms feedback from a directive into a collaborative exchange that nurtures growth.

Feedback operates as a two-way communication, rather than a one-way discourse. Demonstrate genuine care for the other individual's perspectives, emotions, and needs, while remaining open to their feedback. Refrain from interrupting, arguing, or judging; instead, practice active listening, pose open-ended questions, and acknowledge their feelings and concerns. Express gratitude and recognition for their efforts and accomplishments, and maintain a supportive, collaborative demeanor.

feedback is about dialogue, not monologue. Demonstrating care for their perspective, feelings, and needs is crucial. Avoid interrupting, arguing, or passing judgment. Instead, practice active listening, pose open-ended questions, and acknowledge their emotions and concerns. Appreciate and recognize their efforts and achievements, fostering a supportive and collaborative atmosphere. Creating this open, respectful space encourages a reciprocal exchange of feedback, nurturing a more constructive and understanding relationship.

Wir sollten Feedback nicht als Kritik, sondern als eine Gelegenheit zum Lernen und Wachstum betrachten. Indem wir eine positive Feedbackkultur schaffen, fördern wir eine Atmosphäre der kontinuierlichen Verbesserung und des gegenseitigen Respekts.

La escucha resulta muy necesaria. Y para ello, te recomiendo hacer preguntas. La escucha siempre que haya preguntas es una escucha activa. La repregunta permite chequear la comprensión y también llegar a puntos "concertar" Es decir, aquellos puntos donde ambas partes están de acuerdo. Por ejemplo, ambos estamos de acuerdo en que la satisfacción de este cliente es importante ¿verdad? Bueno, el comportamiento X que tu hiciste impactó positivamente en esa percepción de valor que tiene el cliente. Y es por eso, que lo valoro mucho. Lo mismo al revés. Entonces, la escucha permite entender cómo impactan tus palabras en la persona ya sea que le estén dando o solicitando el feedback. Es condición necesaria para hacer esta práctica.

En mi experiencia, es importante escuchar y no emitir opinión hasta que te la pidan. Mucho menos dar opiniones intempestivas y negativas sobre cuestiones sensibles para la otra persona. Escuchar activamente es fundamental para saber cuando es el momento de opinar. Esto implica no solo oír las palabras del otro, sino también comprender sus emociones y perspectivas. La empatía, por su parte, nos permite conectar con los sentimientos de los demás, poniéndonos en su lugar y respondiendo con compasión y comprensión.

Listen and empathise by giving your full attention, avoiding interruptions, and acknowledging the speaker’s feelings. Show understanding through reflective listening and validating their perspective. This approach builds trust, makes the feedback process more effective, and demonstrates that you value their input.

Goal setting within coaching sessions involves a structured approach that encourages individuals to define their objectives, chart actionable steps, and measure progress. This process empowers individuals to envision their desired outcomes and systematically work towards them.

forward-focused feedback fosters growth. Avoid dwelling on the past or assigning blame. Instead, aid in forward progress by setting clear, achievable goals, and agreeing on action steps and follow-up plans. Monitor progress and celebrate milestones along the way. Encourage a feedback-seeking culture, emphasizing continual learning and improvement. This approach shifts the focus toward constructive actions and facilitates a more supportive environment for growth and development.

Giving and receiving feedback effectively is really important for both personal and professional growth. Here are some strategies for giving feedback in a meaningful way. First, be specific and provide concrete examples to illustrate your points. Clear is kind. Then, be timely; give feedback as soon as possible after the event or behavior you are addressing. Always focus on the behavior, not the person. Lastly, feedback is not only criticism; you should be constructive and solution-oriented when giving it, and humble when receiving it. Remember, we always have something to learn.

Feedback is a powerful vehicle for growth and improvement in any setting. However, the impact of feedback hinges on how it's practiced. Effective feedback is more than just sharing opinions; it's a deliberate process that involves thoughtful communication and a genuine commitment to nurturing development.

What I've found helpful in giving feedback is implementing the "sandwich" method. Positive Feedback-Critical Feedback-Positive Feedback. I want to accentuate the positive behavior because I want them to continue to do that but I also want to provide critical feedback for improvement, then end on a good note...other positive behavior that I want them to continue. This has always helped those that are coachable and genuinely want to improve.

Absolutely, honing feedback skills takes practice and consistency. Avoiding or delaying feedback disrupts growth. Integrate feedback as a regular practice in leadership and team dynamics. Seek input from others regularly, leveraging it to enhance your own performance. Encourage feedback on your feedback, learning from both successes and failures. By making feedback a routine part of interactions, you create a culture of continuous improvement, benefiting both personal development and team dynamics.

Indem wir Feedback nutzen, um nachhaltiges Denken und Handeln zu fördern, integrieren wir soziale und ökologische Verantwortung in den Kern unserer Unternehmenskultur. Dies eröffnet Wege für Innovation und langfristigen Erfolg, der über finanzielle Kennzahlen hinausgeht.

Practice and improve by regularly engaging in feedback sessions to refine your skills. Seek out additional training or resources on giving and receiving feedback. Reflect on each experience to identify areas for growth and apply those lessons to enhance your approach over time.

In a perfect world, your supervisor has a stake in your success. When they sit down with you and review your results they should be as concerned as you are if the numbers aren't good. Leaders set their team members up for success. If the employee has the 'will' to succeed he or she may not have the 'skill' to succeed. Check the skills first and make certain they know not just what they should be doing, but also know how to do it.

La primera vez que me tocó dar feedback a un colaborador con una discapacidad intelectual tuve que diseñar el feedback con apoyo de su TO. Como gestionan el capital humano diverso en este sentido? Como preparan los feedbacks?

Consider the cultural preferences between giving and receiving feedback within diverse teams. Some may welcome direct negative feedback that is communicated concisely at face value. Others might prefer receiving softened, indirect feedback delivered more diplomatically. Understanding how to calibrate to different styles will help keep your team motivated.

Consider setting clear objectives for the feedback process to ensure it is goal-oriented. Maintain a positive and constructive tone to encourage openness and reduce defensiveness. Regularly solicit feedback on your own feedback style to continuously adapt and improve your approach.