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Here's how you can make your feedback crystal clear and actionable.

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Providing feedback is an essential skill, especially in professional settings where growth and improvement are continuous goals. However, delivering feedback that is both clear and actionable can be challenging. To help you master this skill, this article will guide you through practical steps to ensure your feedback is understood and can be effectively acted upon by the recipient. Remember, the key is not just in what you say, but how you say it and the follow-up actions that are encouraged.

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Pinky Ghadiali

Executive Coach Mindset by Pinky | Community Builder - Inclusive Culture & Psychological safety - Founder Netwomen |…

1 Be Specific

When giving feedback, specificity is your ally. Avoid vague comments that can be interpreted in multiple ways. Instead, pinpoint the exact behavior or outcome that needs attention. For example, rather than saying "Your work needs improvement," specify what aspect requires change: "The report could be enhanced by including more detailed market analysis." This clarity eliminates confusion and directs the recipient's efforts to the precise area where improvement is needed.

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Jan Mikulin

Turning tension into value for you and your business. Consultant | Coach | Facilitator
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Over the last 20yrs, I've seen that the best way to deliver feedback is from a place of ownership of my experience of the other. This frames the feedback from my perspective, recognising that I have a part to play in how the other person's actions or words were interpreted. Starting with stems such as, "What I noticed in myself when you did X was...", or "What really resonated for me when you did Y was...", or "When you did Z, I felt ..." This means that authenticity and safety are embed in all feedback.

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2 Use Examples

To make your feedback resonate, illustrate your points with examples. If you're addressing a recurring issue in performance, cite specific instances. For instance, if punctuality is the concern, rather than saying "You need to manage your time better," you might say, "I've noticed you've been late to the last three team meetings, which disrupts our schedule." Concrete examples help the recipient understand the context and the impact of their actions.

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3 Stay Positive

Maintaining a positive tone is crucial in feedback delivery. Focus on the potential for growth rather than dwelling on mistakes. Encourage the recipient by acknowledging what they do well alongside areas for improvement. For example, "Your design skills are impressive, and with a bit more attention to deadlines, your projects would be outstanding." This approach fosters a supportive environment where feedback is seen as a tool for development, not criticism.

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Suraj Kumar Dwivedi

Counseling// Transformation heart through devotional service
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First of all we need to always be with optimistic mindset. Giving feedback for their improvement needs to be starts from appreciation first. Then tell them what parts you did best and then what needs to be Improvement for future. Then always support for their kind and contributions in achieving the targets. Finally tell him that whatever we are getting the results just of your contributions and perceivance of your heart and mind.

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4 Offer Solutions

After highlighting areas needing improvement, provide actionable suggestions. This empowers the recipient to make changes rather than leaving them to figure it out alone. For example, if teamwork is the issue, suggest, "Consider setting up a weekly check-in with your team to ensure everyone is aligned on project goals." Offering solutions shows investment in the recipient's success and provides a clear path forward.

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5 Follow Up

Feedback should not be a one-time event but part of an ongoing dialogue. Schedule follow-up discussions to review progress and address any new challenges that arise. For instance, after providing feedback on communication skills, you might say, "Let's touch base in two weeks to discuss how the new communication strategies are working for you." This reinforces that feedback is a process and demonstrates your commitment to their continuous improvement.

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6 Encourage Reflection

Finally, encourage the recipient of your feedback to reflect on their performance and to come up with their own strategies for improvement. This promotes self-awareness and accountability. You could say, "Think about how you can apply this feedback to your next project, and let's discuss your ideas in our next one-on-one." By prompting self-reflection, you help to embed the feedback deeply, making it more likely to lead to lasting change.

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Jan Mikulin

Turning tension into value for you and your business. Consultant | Coach | Facilitator
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As well as owning my own experience of what a participant did, or said, it is helpful to encourage the recipient of the feedback to explore (and share, if appropriate) what has moved in them as a result of that feedback. This can be helped along with a simple prompt, such as "How did it feel receiving that feedback?" This not only encourages deeper reflection, it maintains an open dialogue in the process, so that all participants are included and have an opportunity to reflect on things.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Pinky Ghadiali

Executive Coach Mindset by Pinky | Community Builder - Inclusive Culture & Psychological safety - Founder Netwomen | Specialised in Conflict Resolution Coaching & Mediation | Mentor | NED | Speaker | Find out more ????
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Focus on the behaviour or action, not the individual. This prevents the feedback from feeling like a personal attack. Instead of saying, "You are careless," say, "The report had several errors that must be corrected. Use the SBI model for this Situation: Describe the situation where/when the behaviour occurred. Behavior: Describe the specific behaviour/action observed. Impact: Explain the impact of the behavior. For example: In the team meeting (Situation), you interrupted others frequently (Behaviour), which caused some frustration and disrupted the flow of the discussion (Impact).

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Here's how you can make your feedback crystal clear and actionable.

1

2

3

4

5

6

7

1 Be Specific

2 Use Examples

3 Stay Positive

4 Offer Solutions

5 Follow Up

6 Encourage Reflection

7 Here’s what else to consider

Facilitation

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Here's how you can make your feedback crystal clear and actionable.

1

2

3

4

5

6

7

1 Be Specific

2 Use Examples

3 Stay Positive

4 Offer Solutions

5 Follow Up

6 Encourage Reflection

7 Here’s what else to consider

Facilitation

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感谢您的反馈

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