Here's how you can deliver feedback that is positive and constructive.

One key ingredient of great and constructive feedback is... ?? Specificity You cannot be specific without preparation. Unless you're delivering the feedback right when you're in the situation. Being specific about what you saw the other person do, how it made you feel and what you wish they will do next time - is a wonderful way to deliver feedback. This is my go to method for feedback ?? And it requires preparation. The more specific you are, the more useful the feedback will be. Feedback is a gift if taken serious ?? Have a wonderful day High five MC

When preparing for a feedback session, create an outline of the key points you want to discuss to stay organized and focused. Anticipate potential questions or reactions from the recipient and think through your responses. Additionally, choose an appropriate time and setting for the conversation to ensure privacy and minimize distractions. Finally, use specific examples to illustrate your points, making the feedback more concrete and actionable

Delivering feedback effectively is crucial for fostering growth and improvement. Here's how to ensure your feedback is both positive and constructive: Prepare First: Take time to organize your thoughts and gather relevant examples. Clear Objectives: Define the purpose of your feedback and the outcomes you wish to achieve. Specific Examples: Use specific examples to illustrate your points clearly. Balanced Approach: Prepare to balance positive feedback with constructive criticism. Empathy: Consider the recipient's perspective and how they might react. Actionable Suggestions: Think of actionable suggestions for improvement that you can offer.

Es clave tener claridad sobre lo que se quiere transmitir así como sobre lo que se quiere lograr, la idea seria poder responder a estas dos preguntas: ?Qué quiero comunicar??Que quiero que suceda a partir de ahora?. La conversación debe ser en un lugar privado y tranquilo, sin distracciones ni interrupciones. Dato importante: gestiona tus emociones, evalúa cual es la mas asertiva para ese momento. Prepara las palabras y los gestos adecuados. Al comenzar es importante que la persona sepa que un Feedback es una herramienta fundamental para el crecimiento profesional y personal. Si tu feedback será "negativo" busca algún logro, habilidad o fortaleza y comienza siempre destacando algo bueno.

I think preparation is a key aspect not only when giving feedback... but here I would add that it's important to gather information ahead and for me the most important is a question "what I'd like to achieve by giving this feedback" what outcome I'd like to have... so I prepare several questions as well to have a conversation and not a one man show as many leaders have...

Wenn wir Feedback geben, ist es wichtig, dass wir uns selbst immer klar machen, dass Feedback eine subjektive Sichtweise ist. Deshalb ist es wichtig, das Feedback wertsch?tzend zu kommunizieren. Dabei ist der erste Schritt, die eigene Wahrnehmung, die Grundlage des Feedbacks ist, pr?zise und nachvollziehbar zu kommunizieren. Anschlie?end kann darauf aufbauend erl?utert werden, wie die beobachtete Wahrnehmung auf uns wirkt. Auch das darf pr?zise und nachvollziehbar erl?utert werden. Nach diesen ersten beiden Schritten kann schlie?lich ge?u?ert werden, welche Verhaltens?nderung gewünscht wird.

There are many models of feedback, and they have one thing in common... They usually all work... as long as you are very specific in your feedback. It is so underrated. I still hear leaders and colleagues give each other feedback like: "You're a great colleague" While it may feel great in the moment. It is useless in terms of feedback. Because, what made you think that I'm a good colleague? Be specific. "When I asked you to help me out with that assignment last week, and you set time aside for me, it made me feel like you really cared about me as a colleague. I really appreciate that, and hope we can keep working together like this" This is useful feedback. Now the person knows what made you think he/she is a good colleague.

When being specific in your feedback, focus on observable behaviors and their impact to provide clarity. Use the SBI model to structure your feedback: describe the situation, the specific behavior, and the impact it had. Additionally, balance your feedback by highlighting strengths and improvement areas to encourage a holistic approach to development. Furthermore, offer actionable suggestions on how to enhance or modify behaviors. Remember, specificity not only helps in understanding but also empowers the recipient to take precise steps towards improvement.

Delivering feedback effectively boosts team morale and productivity. Here’s how to be specific: Use Clear Examples: Instead of general praise, say, "You organized the meeting well; your agenda kept us on track." Address Specific Behaviors: Highlight actions, not traits. "Your detailed project report clarified our next steps." Be Timely: Give feedback soon after the event. "Your quick response to the client's query yesterday showed great initiative." Balance Positives and Improvements: Start positive, then suggest improvements. "Your presentation was clear. Adding more data could enhance it." Offer Clear Suggestions: Provide actionable advice. "You managed the timeline well. Next time, set interim deadlines to track progress."

I do like the SBI model approach as it's been already mentioned... but I would rather propse to ask questions so the "person" should describe the situation, how he/she felt and how the others felts and then the impact... it's better to have first the impression and the information from the person to whom I'd like to provide feedback as often he/she realizes what went wrong & it's easier then to agree on next steps...

Effective feedback boosts morale and performance. Here’s how to stay positive: Begin with Praise: Start positively. "Your project presentation was engaging." Highlight Strengths: Focus on what's going well. "You simplify complex information effectively." Address Improvements Positively: Frame areas for growth positively. "Adding more data could enhance your presentations." Use Positive Language: Be encouraging. "Clear deadlines could help you manage tasks better." End on an Upbeat Note: Reinforce positivity. "Your efforts are impressive." Express Confidence: Show belief in their potential. "With your skills, you can excel." Staying positive fosters a supportive environment for growth and success.

In my opinion, it's not about staying positive. Rather it is about making sure that feedback comes from a place of caring for the other person. Feedback should always be: - Caring - Concrete - Constructive And the 'caring' part is all about making sure that the other person feels that the feedback comes from a good place. We give feedback to help with development and because we care. Not to criticise (then it's not feedback). And as I've mentioned before, it is more important to let people know what they do well, than telling them what they can do better. Science shows that it gives better results for the individual AND the company. Of course, we need to give both types of feedback. But we tend to forget the positive side.

What a wonderful sentence: "Remember, effective feedback is a dialogue, not a monologue" So true. Especially because as much as we've talked about the importance of specificity in this article on feedback, the reality is that more often than not, people are not specific in their feedback. So if that's the case, then it's up to you to ask clarifying questions, in order for the feedback to be concrete and constructive enough for it to be useful. If someone says: "You're a great colleague" Ask questions like: - What have I specifically done lately for you to say that? - Can you give me an example of where you felt I was a specially good colleague? Then you will know what they truly mean with the general comment.

Effective feedback hinges on active listening. Here's how: Full Attention: Give undivided attention to the speaker, showing respect and engagement. Empathy: Understand their perspective, acknowledging feelings and experiences. Clarifying Questions: Seek clarity to ensure understanding and demonstrate interest. Paraphrasing: Repeat back to confirm comprehension and avoid misunderstandings. Validate Feelings: Acknowledge emotions, even if you don't agree, to foster rapport. Open-Mindedness: Stay receptive to different viewpoints, fostering a collaborative environment. Active listening builds trust and fosters constructive feedback exchanges.

I think this part is the most important... that's why I propose to have prepared open questions before the feedback session and try to really listen and ask further questions so it's a conversation and not a one-man show... and you'll find out that at the end often you get more from the person than by talking byself...

Delivering Positive and Constructive Feedback: Follow Up Effective feedback doesn’t end with the initial conversation—it’s essential to follow up. Here’s how: Reiterate Key Points: Send a follow-up message summarizing the feedback discussed. This reinforces understanding and commitment to improvement. Offer Support: Be available for further discussion or clarification. Let them know you’re there to help them succeed. Set Goals Together: Collaborate on setting achievable goals based on the feedback. This creates accountability and a clear path forward. Provide Resources: Offer resources or training opportunities to support their development. This shows your investment in their growth.

When following up on feedback, schedule regular check-in meetings to review the recipient's progress and address any challenges they may be facing. Provide constructive feedback during these sessions to guide further improvement. Additionally, encourage the recipient to share their observations and insights about their progress, fostering a two-way dialogue.

When encouraging self-reflection, provide structured prompts or questions that guide individuals in assessing their performance, such as "What do you think went well?" or "What could you have done differently?" This helps focus their reflections and makes the process more productive.

Effective feedback empowers individuals to grow, and self-reflection plays a crucial role. Here's how to encourage it: Ask Thought-Provoking Questions: Encourage individuals to reflect on their own performance by asking questions like, "What do you think went well in this project?" or "What could have been improved?" Provide Specific Examples: Offer concrete examples of their strengths and areas for improvement. This helps them understand their performance better. Highlight Growth Opportunities: Frame feedback as opportunities for growth rather than criticism. Encourage them to see setbacks as learning experiences. Offer Guidance: Provide guidance on how they can apply feedback to future tasks or projects.

I think a set of such questions would do to encourage: - what is it that resonates with you from the feedback session - how are you going to work with that further on - what changes do you expect by this change - are there any support or need you request - when do you think we could have a follow-up session

To ensure that your feedback is effective and constructive, Make it Timely. Timeliness is crucial in delivering feedback. Provide feedback as close to the event or behavior as possible. Delayed feedback can be less impactful because the context may no longer be fresh in the recipient's mind, reducing the relevance and effectiveness of your message. Timely feedback helps reinforce positive behaviors immediately and allows for quicker adjustments and improvements .

Feedback providing shouldn't be a one-time session or when a problem occur. I would suggest to have several sessions during the year to have the possibility to talk to your colleagues. As well I suggest to have written notes about their performance and growth throughout the year or on monthly basis so you can monitor their growth & development and have enough facts, figures, data, information to proceed and have a constructive & encouraging feedback session...

Pour ma part j'utilise la méthode du feedback sandwich qui consiste à enrober une critique constructive, visant un changement en respectant l'être humain en face de nous, entre deux "compliments". Pour schématiser : la tranche de jambon représente la remarque négative et les deux tranches de pain les remarques positives. C'est une des fa?ons de faire passer une critique en douceur !

Delivering feedback that is both positive and constructive is essential for boosting performance and morale. Start by highlighting something the person is doing well to set a supportive tone. Be specific about what needs improvement and use the "sandwich" approach—place constructive feedback between positive comments. Frame feedback as an opportunity for growth, not a shortcoming, and offer your support with solutions. Encourage a two-way dialogue to get their input and wrap up by reiterating your belief in their abilities. This method ensures feedback is seen as a helpful tool, fostering a positive and motivating environment.