What do you do if you want to provide feedback that helps others recognize their strengths and weaknesses?

feedback is a crucial tool for fostering two-way communication between managers and subordinates. It allows for alignment between individual and organizational goals, ensuring that personal aspirations are in sync with company objectives. When performance falls short of expectations, it's important to understand the root causes and work collaboratively to address them, and then ultimately motivating employees to strive for goal-oriented performance. This approach fosters a culture of continuous improvement and helps drive success for both individuals and the organization as a whole. Candid and precise Feedback motivates, realigns, orients and encourages growth mindset and performance improvement

1. Provide examples of their actions or behaviors, both positive and negative. 2. Discuss actions rather than personal characteristics to keep feedback objective. 3. Highlight strengths to build confidence and weaknesses to encourage growth. 4. Ask questions that allow them to assess their own performance and areas for improvement. 5. Provide resources or assistance to help them develop their skills further. 6. Give feedback in a positive and supportive manner, emphasizing improvement rather than criticism. 7. Check in periodically to see how they're progressing and offer additional guidance if needed.

La retroalimentación es la forma más honesta de comunicación, implica conexión con uno mismo, con nuestros sentimientos y con quien está entregando feedback. Es una estrategia de alineación entre el equipo, con la jefatura y con la organización, mejorando las relaciones, además contribuye a desarrollar una cultura de aprendizaje y mejora continua y reduce el estrés y la ansiedad.

1) Make them understand that feedback is a tool for growth, and embracing it with an open mind can lead to significant advancements. 2) Highlight the key skills and qualities they have, undoubtedly contributed to their success and are assets that they should continue to leverage. 3) Mention some areas where there may be room for growth. It's essential to acknowledge these not as shortcomings but as opportunities for development. Addressing these aspects can further enhance their capabilities and broaden the professional horizons.

1. Lernen zu hinterfragen. 2. Nicht mehr auswendig lernen, sondern verstehen. 3. Nicht wissen, sondern fühlen. 4. Nicht folgen. 5. Die guten alten Werte wieder leben. 6. Nicht mehr der Masse folgen. 7. Seinen Wert kennen. 8. Diskurs f?rdern und Kritik verkraften. 9. Familienwert erkennen und diesen leben. 10. Akzeptieren, dass es nur zwei Geschlechter gibt, denn Verwirrung ist Gift.

Antes de dar retroalimentación debes prepararte: Prepárate: dedica tiempo antes de entrar en acción. Cuestiónate: pregúntate si quieres desahogarte o si realmente buscas generar un cambio en el otro. ?Es un buen momento? ?Buscas generar un cambio en el otro? ?Qué quieres lograr? Comparte: empieza por el comportamiento sin emitir juicios y luego expón las consecuencias. Habla siempre sobre evidencias concretas, no critiques, habla sobre puntos de mejora y no des feedback negativo respecto a la identidad del otro

Preparation for giving feedback is extremely critical and here's how you can prepare better: 1. Outline "Actionable Steps" that they can take to improve. 2. Aim to help them improve, not to demean or belittle them. 3. Quote instances, behaviors they exhibited and help them see what requires improvement

Also feedback should be given in the moment. Giving feedback later or at a particular time is not as beneficial as given immediately.

1. Be specific: Provide specific examples of when they have demonstrated their strengths or weaknesses. This will help them better understand what you are referring to and how they can improve. 2. Focus on the positive: Start by highlighting their strengths and positive qualities before discussing any weaknesses. This can help boost their confidence and make them more open to receiving feedback. 3. Be constructive: Offer suggestions for improvement and ways to capitalize on their strengths. Avoid criticizing or blaming, and instead offer guidance on how they can enhance their performance.

To ensure that feedback hits the mark, it's essential to keep a few key principles in mind: Be Genuine and Specific: Tailor feedback to the individual, avoiding generic praise. Highlight specific actions or achievements for recognition. Empower with Solutions: Provide actionable advice and support for improvement. Turn setbacks into opportunities for growth together. Embrace Growth Mindset: View feedback as a journey of growth, not a judgment. Encourage learning from mistakes and welcome feedback openly. Lead with Empathy: Approach feedback with empathy and respect. Recognise the human aspect behind professional interactions, fostering trust and collaboration.

Tailor feedback for different personalities(DISC) 1.Direct,assertive leaders result-focused. - direct, to-the-point feedback - Emphasize results & growth opportunities. - Highlight contributions to goals & challenges overcome 2.Outgoing, enthusiastic, thrive on social interaction. -positive, enthusiastic feedback. - Acknowledge creativity & people skills. - Provide recognition & collaboration opportunities. 3.Patient, supportive team players valuing stability. -supportive,non-threatening feedback. -Recognize dependability & loyalty. -Emphasize stability & team harmony contributions. 4.Analytical, detail-oriented thinkers prioritizing accuracy. -detailed, organized feedback. -Focus on accuracy & precision. -Offer L&D opportunities

Sugiero estructurar el feedback según el modelo STAR, para dar feedback positivo y STAR AR, para las oportunidades de mejora Para un feedback positivo: STAR: Describe la situación, la tarea, cuál fue la acción y el resultado logrado. Para una oportunidad de mejora: STAR AR: Describe la situación, cuál fue la tarea, luego la acción o comportamiento y el resultado obtenido. Luego indica cuál podría haber sido la acción alternativa (es decir, cómo lo podría haber hecho distinto) y el resultado alternativo.

Inspire Vision: Begin with a clear vision of success. Acknowledge Strengths: Recognise strengths and positive contributions. Identify Opportunities: Highlight areas for growth and improvement. Collaborate on Solutions: Engage in collaborative problem-solving. Provide Support: Offer resources and guidance for development. Set Clear Expectations: Define expectations and timelines. Follow Up: Schedule regular check-ins and encourage feedback.

I followed "Positive first" approach, To strike the right balance between positive and negative feedback, it's essential to follow a structured approach. Start by opening the conversation with positive feedback to establish a supportive and encouraging tone. Acknowledge the individual's strengths, accomplishments, and contributions, highlighting their value to the team or organization. This sets the stage for constructive dialogue and creates a sense of trust and rapport. Next, introduce the negative feedback, being mindful of the delivery and tone. Offer feedback in a respectful and empathetic manner. Use language that is clear, objective, and non-judgmental, and provide actionable recommendations

Totally in my experience this is one of the best methods to give feedback popularly known as a "Sandwich Method" by doing so we make people understand what thier strengths are and are able to highlight the negatives as well where they can improve. Just to add a quick note - the tone of the feedback also matters, try to be polite yet assertive when giving feedback. And keep it real and add examples of the situation.

1. Start with positive feedback: - Acknowledge strengths and achievements. - Build rapport and trust. - Show appreciation for the individual's efforts. 2. Provide constructive feedback: - Frame it as "Areas of Improvement." - Identify specific areas needing development. - Offer actionable solutions and guidance. - End with positive feedback. 3. Summarize key points. - Emphasize progress and growth. - Offer support and encouragement for future endeavors. 4. Maintain a balanced approach throughout. - Ensure feedback is fair and specific. - Focus on both praise and areas for growth. - Create a feedback loop that motivates improvement while recognizing accomplishments.

Siempre abre espacio para la conversación, que sea un diálogo y no un monólogo. Pregúntale al receptor su opinión y calibra su estado de ánimo, invítalo a la reflexión. También pide retroalimentación, para desarrollar y promover una cultura de feedback, recomiendo siempre que la retroalimentación sea bidireccional.

Build a proactive approach to seek feed back by sharing how feed back giver will add value. Build trust through words, body language, tone...and most importantly through actions that you are open, not vindictive, give proper listening....and then take some affirmative & constructive actions. Make sure feedback provider is relevant to the aspect you want to cover, use 360 approach ..not just power position holders. Also you have trust in them for their knowledge and objectivity.

To invite feedback, create a welcoming atmosphere, ask directly for input, specify areas of interest, assure honesty is valued, provide context for the feedback, offer various channels for input, and express gratitude for all contributions. This fosters an environment where people feel comfortable sharing their thoughts and insights.

Effective feedback is crucial for personal and professional growth. Here are some strategies to provide constructive feedback: 1. Exercise Empathy: o Put yourself in your colleague’s shoes and understand their perspective. o Show that your feedback comes from a place of wanting them to succeed. o Make it clear that you’re providing feedback to help them improve. 2. Take Time to Prepare: o Before giving feedback, strategize what you want to say and how to say it. o Consider the recipient’s intentions and past behavior. o Rehearse your advice and anticipate different reactions. 3. Be Specific: o Identify a specific behavior rather than speaking in generalities. o Explain the impact of d problematic behavior on the org & d individual’s career.

As a general rule, it seems that learners value feedback more when it is given by someone they respect as a role model. Appropriate feedback contributes significantly in developing learners’ competence and confidence at all stages of their professional careers; it helps them think about the gap between actual and desired performance, and identify ways to narrow the gap and improve