Here's how you can provide targeted and effective feedback to individuals.

Feedback is the foundation of improvement. Impromptu feedback, as discussed by Kim Scott in "Radical Candor", is my go-to solution. Here are the steps: --- 1. Be Timely (This is the most important part) Give feedback soon after the event, so it's fresh in everyone's mind. --- 2. Be Specific Focus on a particular situation or behavior. --- 3. Be Honest and Direct Say what you mean in a clear and respectful way. Avoid beating around the bush. --- 4. Offer Suggestions Provide ideas on how the person can improve or what they did well. --- 5. Listen and Discuss Allow the person to respond and ask questions. This shows you value their perspective. --- Be kind and provide feedback, it helps your team grow and succeed in their roles.

?? Providing Effective Feedback: Understand Context ?? Giving impactful feedback hinges on understanding the context. Here’s how: ?? Assess the Situation: Consider specific circumstances and challenges. ?? Clarify Goals: Ensure clarity on relevant expectations. ?? Adapt Your Approach: Tailor feedback to individual preferences. ?? Offer Constructive Insights: Provide actionable suggestions for growth. Understanding context enhances feedback quality and fosters professional development. How do you approach giving targeted feedback? Share your insights below! ?? #Feedback #Leadership #ProfessionalDevelopment #CommunicationSkills

Providing meaningful feedback requires a deep understanding of the situation. It's crucial to analyze and fully grasp the context before offering any input. By examining the entire picture, you can base your feedback on solid facts rather than assumptions. Involve all relevant parties in your information gathering process. You might uncover fresh perspectives or details that significantly impact your feedback. This comprehensive approach ensures your input aligns with the overall goals. Once you've gathered ample information, compare the planned outcomes to the actual results. Identify key areas where there's a gap and outline actionable steps to bridge it. By focusing on solutions, your feedback becomes a valuable tool for improvement.

Providing targeted and effective feedback involves several crucial steps: Specificity: Address behaviors or outcomes directly, citing specific examples. Timeliness: Offer feedback promptly after observing the behavior or outcome. Clarity: Ensure your feedback is clear, concise, and easily understandable. Constructiveness: Focus on improvement and offer actionable suggestions. Empathy: Consider the individual's perspective and feelings when delivering feedback. Follow-up: Check in later to see how the feedback has been implemented and offer further support if needed. Effective feedback builds trust and fosters continuous growth.

Effective feedback requires context to be meaningful and impactful. ? Context provides clarity. ? Context ensures relevance. ? Context fosters understanding. Providing effective feedback is about more than just sharing observations. It's about situating those observations within a framework that makes them understandable and actionable. You have to understand the background and circumstances of what is going to tailor specific feedback to your situation. You should provide specific examples and be as objective as possible.

Fornecer feedback é uma habilidade essencial para uma pessoa que deseje crescimento e o desenvolvimento e para que ele seja totalmente eficaz e bem recebido, ser específico é imprescindível. Identificar comportamentos específicos e usar exemplos concretos é de grande importancia. Ao invés de usar "Você precisa melhorar a comunica??o", pode indicar como “Quando você apresentou o relatório na reuni?o, notei que você n?o fez contato visual com os participantes. Isso pode afetar a percep??o da sua mensagem.” além de ser descritivo e n?o julgamental. Além de apontar o problema, ofere?a solu??es. Por exemplo: “Para melhorar sua comunica??o, tente manter contato visual durante as apresenta??es. Isso transmitirá mais confian?a.”

Effective feedback hinges on being specific and clear. ? Specificity provides actionable insights. ? Specificity reduces ambiguity. ? Specificity drives improvement. The clearer your feedback, the more effective it will be. When you give feedback, avoid vague statements. Instead, focus on precise details that can guide the recipient toward improvement. Try to point out specific behaviors or actions and explain the impact of those actions. Suggest clear steps for improvement and avoid generalities.

Effective feedback needs to be clear, direct, and based on concrete facts. Whether you're recognizing positive behavior or pointing out an area for improvement, specificity is key. Avoid vague generalizations. By providing concrete examples of real-life situations, you demonstrate that you're paying close attention to the team's work and avoid misunderstandings. Why does specificity matter? Clarity: Makes it easier for the recipient to understand and act upon. Credibility: Shows that you're paying attention to details and are prepared to offer constructive feedback. Engagement: Fosters open and transparent dialogue, strengthening the relationship between leader and team.

The ideal time to provide feedback can vary greatly, depending on the situation. However, it is essential to find the balance between urgency and empathy. Immediate feedback: In critical situations or those that require a quick response, immediate feedback is essential to prevent the problem from worsening. By addressing the issue promptly, you demonstrate that you value teamwork and conflict resolution. Planned feedback: For most situations, a more elaborate feedback, scheduled and in a conducive environment, is more effective. By taking the time to prepare the feedback and choose the right moment, you show respect for the professional and increase the chances that your observations will be well received.

Timing is crucial when giving feedback. Choosing the right moment to provide feedback ensures it is received positively and leads to meaningful improvements. ? It means selecting a time when the person is most receptive to receiving feedback. ? It means giving feedback soon after the task or project. Delayed feedback can lose its significance and effectiveness. It may become irrelevant or lack the immediacy needed to drive change.

To constructively deliver feedback, it can be helpful to keep three principles in mind: - Give a lot of positive feedback and use criticism sparingly. Research suggests that top performing teams give each other 5-6 positive comments for every criticism. - Deliver positive feedback publicly and criticism privately. This allows the team to collectively celebrate strong performance and helps set the bar for the organization around what good performance looks like. - Be direct, specific, and use examples. Ideally your feedback will help the other person improve their performance. By being direct, specific, and using examples, you increase the likelihood that the other person will understand the feedback and act on it.

Understand from the person you wish to give feedback to on their take on their performance. Most of the individuals usually know where they're wrong. They only need to accept it and you could be the mediator in this case. Help them understand their pitfalls better, how can they improve, how can they further enhance their skills. Listen first and then (and only then) share your thoughts. Not everyone is willing to take feedback in the first go. Use your words wisely, intelligently. :)

When giving feedback, don't make it personal. Feedback should be about growth and improvement, and it should be done with a genuine desire to help someone get better. If you're telling someone about something they need to improve on, be careful not to attack their person or be spiteful. Keep the focus of the conversation on the specific behaviour, action, standards, or outcome you've observed. Don't use the feedback as an opportunity to 'give them a piece of your mind'. Summary: ?? Ensure your desires are genuine when giving feedback ?? Make growth and improvement the goals of your feedback ?? Don't make your feedback personal; keep the conversation focused on the specific behaviour or result you've observed