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Setting clear objectives before giving feedback is vital. It ensures that your feedback is not only targeted but also meaningful. By defining what you want to achieve—whether it's improving performance, course-correcting, or reinforcing positive behaviors—you provide a roadmap that guides the conversation. This clarity helps your team grasp the intent behind the feedback, making it more actionable. Always connect your feedback to specific outcomes, so your team knows exactly what needs to be addressed and why it matters, driving more effective results.

As an Account Manager, acting as a mediator between the client and your team is crucial for providing clear and useful feedback. Start by having one-on-one discussions with the client to fully understand the situation and the core of their feedback. With this insight, explain to your team the specific pain points and collaboratively decide on the next steps. By shielding your team from direct client feedback and offering valuable insights, you help set clear objectives and actionable next steps. This approach ensures feedback is both constructive and effectively integrated into your team's strategy.

Alright, let’s keep it real. Cut the sugarcoating and say what you mean. Whether it’s praise or a heads-up on what needs fixing, being honest helps the team more than tiptoeing around the truth. Empathy and kindness? Absolutely. But don’t hold back from being straightforward.

Specificity is the cornerstone of effective feedback. General praise or criticism leaves too much room for interpretation, which can lead to confusion or missed opportunities for growth. Instead, pinpoint exactly what worked or what didn't. For example, saying "Your detailed research allowed us to tailor our pitch effectively" not only highlights what was done right but also sets a clear example for others to follow. This approach ensures your team knows precisely which actions to replicate or refine, creating a clear path toward consistent improvement.

1. In my practice, specificity and timing are the two pillars of an effective approach to providing feedback. Ignoring them creates the preconditions for obviously ineffective feedback. 2. Give feedback about behavior, action, but not personality. 3. Avoid vague and general language. // Use clear wording.

100% agree with this section's summary. "You did a good job" is better than no feedback, but it offers no behavioral direction. It also begs the question "Does my manager really know what I do?" Behavioral feedback shows that the teammate has been seen and that you care about their development. It also eliminates any sense of bias, because you're focusing on a specific behavior and its result. The third part of this model (1: behavior, 2: result) is thanking your direct and/or asking what they think they can do differently in the future. Collaborate and use this as a coaching opportunity. Just make sure to give frequent feedback with an emphasis on the positive. Rather than focusing on mistakes, try to "catch them doing something well".

Feedback should be an interactive process, not just a directive. Encourage your team to engage by asking questions and sharing their perspectives. This exchange ensures that the feedback is not only understood but also embraced. It allows for clarification and adjustments, making the feedback more relevant and actionable. By treating feedback as a conversation, you create a culture where continuous growth and mutual respect thrive, turning feedback into a tool for collective progress rather than just a critique.

As part of fostering dialogue, there can't be any displays of negative emotion. Feedback is about focusing on the future, not the past. And you can't be upset about the future. If you're agitated, exasperated, angry, etc., get yourself in check before you talk to your direct. Your reaction to someone else's behavior is *your* responsibility, and displaying strong emotional responses indicates immaturity in *your* professionalism and leadership.

Constructive feedback shines brightest when paired with actionable solutions. Instead of just pointing out what's wrong, guide your team on how to improve. For example, suggest specific tools or techniques if someone struggles with time management. By offering solutions, your feedback becomes practical and shows your commitment to helping your team grow. It's like giving them a map, not just telling them they're lost.

1. The less time has passed since the event, the better. 2. The count is often not in weeks and days, but in minutes and seconds. 3. Amazing results can be achieved by providing positive reinforcement within seconds of the event.

3 simple points about positive reinforcement from my practice: 1. Be sincere. 2. Thank, praise, congratulate on both big and small victories and achievements. 3. Please remember that you can always find a worthy reason for bonuses and pleasant surprises for your colleagues.

Never underestimate the impact of positive reinforcement. Highlighting your team's strengths can be just as crucial as addressing their weaknesses. Positive feedback reinforces good habits and inspires your team to maintain high performance. It clearly shows success and motivates them to reach those heights.