Positive Power of Feedback
Giving and receiving feedback is often an uncomfortable and onerous experience, but it is a critical element to long-term success. Without it, we have no way to measure how we are doing or if we are headed in the right direction. Appreciating the value of feedback is an important first step in harnessing its power.
Intention is key: feedback should be given in order to help, not hurt. Too often, people give feedback to make themselves feel better, with little regard for the impact it has on the recipient. When on the receiving end, it is far more useful to view the feedback as important information that creates opportunities for improvement rather than criticism meant to hurt.
Focus the feedback on the behavior instead of on the person. This goes a long way in creating that positive intention. It is crucial that feedback is directed toward behavior the receiver can do something about, as opposed to events or circumstances beyond their control.
Well-timed feedback is the best kind of feedback. It is most useful at the earliest appropriate opportunity after the behavior you want to address has been demonstrated. Positive feedback given in front of a group to acknowledge someone’s performance is a great idea. Not so when offering constructive feedback of a sensitive nature that is far better suited to the privacy of closed doors.
Some other important elements of giving feedback: Establish rapport and some level of trust. Focus on a positive aspect before giving more constructive feedback. Stress their goals. Let them know how they would benefit from change. Ask for permission to give them feedback. Be specific and be brief.