How can you give supportive and encouraging feedback?

Don't beat yourself up afterwards. We are naturally our own worst critics. In the end it's not what we say so much as how the overall presentation made the audience feel. 70% of communication is non-verbal.

The key point is that you give supporting feedback at all. Giving supportive feedback is almost a lost art. Yet feedback or compliments or positive interaction face-to-face is on the decrease -not increase. Why? Our world is now more and more impersonal -cell phones. e-mails, home working-there is little face-to-face, person-to-person interaction. When did you last give constructive feedback- a compliment -an "attaboy" or "attagirl" ?? Take the time as a leader -we all thrive on compliments -dont you? And yet we thrive on positive feedback. This to the point

Constructive feedback at all levels within the organization - yes, even at those higher levels. I know plenty of Executives who have no idea what kind of performance appraisal they will receive at year-end, as their superior never provided any feedback - positive or negative! As a leader, one of the main responsibilities is to develop your people - even at the higher levels. Unfortunately, for many this has gone on the back burner. The easiest way and best time to provide feedback is right after a team member performs a task (please don't wait until year-end!). In the case of providing constructive feedback, focus on how you can assist your team member. Be curious, watch your tone and be specific!

One thing I really thought of highly while I served in the Navy was that our Commanding Officer checked our divisional notes regarding the performance of our staff members. The system, taught the junior officer level to write a performance note for each member no less than once a month in their notes. On a quarterly basis, the officers provided performance interviews with all. What did it achieve? Well, firstly it ensured timely constructive feedback and perhaps most importantly, a sailor never wondered what their officer thought of their performance. The result? Year-end performance reviews were not a surprise! As an added bonus, the reviewing officer had documented all key performance events that made year-end simple to write up!

When providing constructive feedback, it's important to remain in a curious space. For example, "How was that speaking engagement for you?" "What do you think you did well and what can you improve upon next time?" It is also important to actively listen and acknowledge any feelings that your team member may express. Maybe they didn't sleep well the night before due to their newborn baby crying? Or perhaps they will tell you that they were really nervous. At this point, it is important for the leader to demonstrate empathy. For example, "That must have been hard having to deliver with no sleep." If empathy is hard for you to express, consider engaging a coach to help you develop emotional intelligence capabilities!

Depends on what the issue is. somethng has to bestopped. then say so But in general , never tel something is bad, tel what youl like to se more of ? Ask how you can help to get that to happen ?