Here's how you can give feedback that is specific, actionable, and behavior-focused instead of personal.

Offer feedback grounded in tangible examples and real-life situations to illustrate your points clearly. Instead of vague statements, highlight specific instances where behaviors or actions could be improved or replicated, facilitating actionable insights for the recipient.

When giving feedback, it's crucial to focus on specific behaviors rather than making it personal. For instance, instead of saying "You're always late to meetings," you could say, "When you arrive late to meetings, it disrupts our schedule and affects team productivity." This approach helps the recipient understand the impact of their actions and gives them actionable steps to improve. Remember, feedback is most effective when it's specific, actionable, and behavior-focused.

Humans are generally designed to fight criticism. So it is important to always give positive criticism with concrete examples. This way, the first response will be geared towards solving or correcting issue in the example.

To give specific, actionable, and behavior-focused feedback, focus on describing the observed behavior, its impact, and suggest concrete actions for improvement. Avoid generalizations or making it about the person. For example, instead of saying "You're lazy," you could say, "When you miss deadlines, it impacts team progress. Let's work on prioritizing tasks to meet deadlines effectively." This approach keeps the feedback constructive and actionable without being personal.

"Ugh, this just isn't working!" when giving feedback? We've all been there. But vague complaints don't help anyone improve. Instead of saying "This report is confusing."; Try: "In the results section, the data could be presented in a clearer format, like a table, to make it easier to understand the trends." Instead of saying "You need to be more prepared for presentations."; Try: "Next time, consider creating a slide deck in advance to help organize your thoughts and keep the audience engaged." Instead of saying "You're always late on deadlines."; Try: "I've noticed the last two deadlines haven't been met. Is there anything I can do to help ensure timely completion in the future?"

Direct your feedback towards specific behaviors or actions rather than making judgments about someone's personality or character traits. Addressing observable behaviors, such as meeting deadlines or organizing tasks, fosters a constructive dialogue focused on actionable improvements.

El manejo del lenguaje en esta instancia cobra mucha más importancia, debemos dominar el lenguaje enfocado en lo que queremos retroalimentar, no debemos ligar el lenguaje a nuestro sentir o parecer. La "critica" va enfocada hacia el proceso nunca hacia la persona, buscamos cambiar una desviación en el proceso y no buscamos cambiar a la persona, queremos fortalecer y mejorar el área y eso no necesariamente conecta con la mejora personal de aquella persona.

Entrar a revisar la manera en la que las personas realizan sus tareas nos puede hacer entender de mejor manera en porqué de algunos comportamientos. Sentarnos a hacer los procesos como ellos o ellas lo hacen, sin en el primer momento decir que está bien o está mal, nos puede dar indicios de qué cosas son las que debemos ajustar para poder conseguir los objetivos planteados para cada actividad.

Foque no Comportamento, n?o na Personalidade evite fazer críticas pessoais ou generaliza??es sobre a personalidade do indivíduo. Concentre-se no comportamento observável e nas a??es que podem ser modificadas ou melhoradas. Por exemplo, em vez de dizer "Você é pregui?oso", diga "Percebi que você n?o concluiu as tarefas atribuídas dentro do prazo estabelecido".

Focusing on Behavior: Key to Effective FeedbackWhen giving feedback, focusing on behavior can make a significant difference. Instead of criticizing someone's personality, address specific actions. This approach is less likely to provoke defensiveness and more likely to lead to constructive conversations about improvement. By focusing on behavior, you offer real opportunities for reflection and growth. It fosters an open and constructive communication environment, benefiting everyone involved. Remember, next time you provide feedback, concentrate on behavior for greater receptivity and mutual growth. Share your experiences in the comments!

Shift the focus of feedback from dwelling on past mistakes to identifying opportunities for growth and development. Frame suggestions in a positive and forward-thinking manner, highlighting potential solutions and pathways to success that individuals can actively pursue.

I think when we offer solutions, we need to differentiate between the seniority levels of our employees. For someone more junior who is not yet experienced, it‘s for sure right to offer solutions. Employees who are more experienced and also understand the culture specifics, I would rather ask ?what could you have done differently to get to a better outcome?“, this fosters not only self-reflection, but also solution oriented thinking.

Offering alternative solutions and alternative results can help the receiver to better assimilate the feedback and also to change behavior. For example if a colleague is struggling with being on time in meetings you can say" If you enter on time in meetings we can finish earlier and you have time to prepare and enter in next meetings and also show professional attitude towards our clients so we will receive positive feedback and the clients will be content."

Constructive Feedback: The Art of Offering SolutionsWhen giving feedback, don't just point out mistakes; provide actionable solutions. Instead of saying "this didn't work," offer practical advice like "prioritize tasks daily for better workload management." This empowers individuals and fosters a culture of growth. Remember: solutions drive success. Share your experiences!

Effective feedback not only identifies areas for improvement but also provides concrete suggestions or solutions. Rather than simply pointing out flaws, offer actionable recommendations on how to address them. For example, if someone struggles with time management, provide tips on prioritization or suggest using productivity tools. This proactive approach demonstrates your commitment to their growth and success, empowering them to take ownership of their development.

Encouraging dialogue is crucial, but also emphasizing active listening do demonstrate empathy by understanding their perspective and validating their feelings. Reflect on their responses to show you're truly engaged in the conversation. This will cater trust and openness, creating a conducive environment for constructive feedback.

--> Watchman I Keep my eyes and ears open to what is being said and what floats around in written. Watch out emails, slack, hangout, whatsapp and do not just keep piling on unread emails. --> Jolt down I Reflect weekly ("Check-Ins") and follow SAR feedback pattern. Situation - Action - Result, for every team member / team lead, with me. --> Define I cannot give feedback unless I define the standard of analyzing. Real Life SAR Pattern feedback: Situation: when my entire team was invited for a call, some join and others do not, since they were pre-occupied. Cause of confusion at the start of meeting. Action: Let us convey using "Yes", "No", "May Be". Result: We exactly knew the status of members for the meeting.

Será muy productivo hacer preguntas poderosas que conduzcan a la reflexión, que permitan abordar las situaciones de manera más profunda, incluso identificando aquellos componentes humanos vitales para un plan de mejoramiento efectivo. Soluciones que se generan desde los equipos, y que al final les permitan brillar.

In the business world, effective feedback is paramount for growth and success. To achieve this, cultivating an environment of open and constructive dialogue is essential. Dialogue facilitates candid communication, stimulates idea exchange, and enhances feedback. Strategies such as regular meetings and open communication channels promote this dialogue. By doing so, internal communication is strengthened, and an environment conducive to business growth and success is created. How do you foster dialogue in your company? Share your experiences!

Feedback should be a collaborative process that encourages open communication and mutual understanding. Create a safe and supportive environment where recipients feel comfortable sharing their perspectives and insights. Listen actively to their feedback and engage in meaningful dialogue to clarify expectations and address any concerns. By fostering open communication, you create a culture of trust and transparency where feedback is seen as a valuable tool for growth rather than a source of criticism.

When sharing feedback, it's helpful to focus on specific actions rather than personal traits. By highlighting the positive impact of these actions, you can encourage continued growth and improvement. This approach fosters a constructive environment and motivates individuals to excel.

Reinforcing positives in feedback is essential for motivating employees. Highlight specific actions that positively impact the team, explaining their effectiveness, like, "Your detailed client meeting preparations improved our timelines and satisfaction." Praise the value these behaviors bring to the organization and encourage their continuation, such as, "Your initiative in resolving budget issues demonstrated vital problem-solving skills." Regularly recognizing good work boosts confidence and inspires others, fostering a culture of achievement. Share these successes in team meetings to magnify their impact, enhancing overall morale and reinforcing productive behaviors.

Dentro de un feedback efectivo es importante recalcar los aspectos positivos y logros que ha tenido la persona, esto funciona como método de influencia positiva, adicionalmente la persona se sentirá más cómoda y tendrá mayor nivel de apertura

"You get what you reward". I am a big believer in highlighting behaviours of my team members, which are the right ones, confirming to them, that I would like to see more of them in a simple and fast way.

While it's important to address areas for improvement, don't overlook strengths and successes. Acknowledging achievements boosts morale and reinforces positive behaviors. Take the time to recognize and celebrate progress, no matter how small. This positive reinforcement not only motivates the recipient but also reinforces desired behaviors, creating a culture of excellence and continuous improvement.

Feedback doesn't end with the initial conversation. Follow up regularly to track progress, offer support, and provide additional guidance as needed. Check in with the recipient to see how they're implementing the feedback and whether they need any further assistance. Consistent follow-up ensures accountability and demonstrates your ongoing commitment to their development. It also provides an opportunity to celebrate successes and address any challenges that may arise along the way.

Feedback shouldn’t be a one-time event. Set a follow-up meeting to review progress and provide additional support if needed. For instance, "Let’s touch base in two weeks to see how the new organization strategies are working for you." Consistent follow-up shows commitment to their improvement and helps track progress.

El feedback es una herramienta poderosa que se basa completamente en el interés genuino de ambas partes involucradas. Como líder del equipo, es crucial preparar la sesión con cuidado y atención, con el objetivo de potenciar en lugar de atacar. Por otro lado, para aquel que recibe el feedback, es importante comprender que la sesión está dise?ada para impulsar su crecimiento profesional.

Equilibre o feedback construtivo com elogios e reconhecimento pelo que o indivíduo está fazendo bem. Reconhe?a os pontos fortes e os esfor?os do indivíduo, enquanto fornece feedback sobre áreas de melhoria. Isso ajuda a manter a motiva??o e o engajamento.

In addition to the specific feedback points mentioned above, consider the broader context and impact of your feedback. Take into account factors such as individual preferences, cultural differences, and situational constraints. Tailor your approach accordingly to ensure that your feedback is well-received and actionable. Remember that feedback is a continuous process of learning and adaptation, so stay open to adjusting your approach based on feedback from recipients. By considering these additional factors, you can ensure that your feedback is not only specific, actionable, and behavior-focused but also relevant and impactful.

Es muy importante para dar un feedback asertivo, tener en cuenta que se debe agendar en un espacio individual, evitar hacerlo frente a otras personas, adicionalmente, dedicarle tiempo a la persona, evitar distracciones como uso del celular o del computador, ofrecer apoyo para el cambio o mejora de la competencia

Un Feedback cuando se realiza de manera sincera tiene un mayor impacto. El entender que el crecimiento profesional y personal de la persona es igual de importante que la ejecución de nuestros proyectos, hace que de manera desinteresada logremos mejores resultados y un mayor compromiso por parte de nuestros colaboradores. Hacerlos crecer hace que nuestros resultados en común sean cada vez mejores.