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What do you do if your feedback needs to be honest and compassionate?

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When giving feedback, it's essential to balance honesty with compassion. This delicate task requires a nuanced approach that respects the recipient's feelings while still conveying the necessary information for growth and improvement. You might find yourself in a situation where you need to deliver critical feedback, and the way you approach this can significantly affect the outcome. The key is to ensure that your feedback is constructive, not destructive, and that it fosters a positive and productive environment. Here's how you can manage this challenging aspect of communication effectively.

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Eduardo Humberto

CEO | CFO | Diretor | Executivo | Controller | Administrativo-Financeiro
Judith W?lde

?? Ich sorge dafür, dass du besser mit Druck, Stress und Konflikten umgehen lernst | Coachin, Mentaltrainerin &…

1 Prepare Thoroughly

Before diving into a feedback session, take time to prepare. Reflect on the specific behaviors or results that need addressing and gather examples to illustrate your points. By being prepared, you ensure that your feedback is rooted in facts rather than emotions. This preparation not only helps you stay focused during the conversation but also demonstrates to the recipient that you have invested time and thought into what you're going to say, which can make the feedback feel more considered and less like a personal attack.

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Eduardo Humberto

CEO | CFO | Diretor | Executivo | Controller | Administrativo-Financeiro
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Quando meu feedback precisa ser honesto e compassivo, abordo a situa??o com empatia, reconhecendo os sentimentos da pessoa envolvida. Comunico de maneira clara e direta, enfatizando os aspectos positivos e oferecendo sugest?es construtivas para melhorias. Priorizo o respeito mútuo e estou disponível para oferecer suporte e orienta??o adicionais, se necessário, demonstrando meu compromisso com o crescimento e desenvolvimento contínuo.

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Judith W?lde

?? Ich sorge dafür, dass du besser mit Druck, Stress und Konflikten umgehen lernst | Coachin, Mentaltrainerin & Mediatorin ||?? International t?tig (DE/EN) |?? 15+ Jahre Erfahrung im Personalbereich.
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In my opinion, feedback can only ever contain the representation of one's own perception, it is never meant to tell another person how to be. Therefore, I start with questioning myself critically: am I sincerely interested in giving resource-oriented feedback, aimed at supporting the other person in their development? Or is, what I have on my mind actually aimed at evaluating and ultimately judging the other person (and their character). Once I have ruled this out, I start my preparation. I formulate statements speaking of my own perceptions, describing what I witnessed, using specific examples. I explain how this affected me. To ensure a balanced conversation, I try to include feedback from all three categories (start, stop, continue).

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2 Choose Timing

Timing is crucial when delivering feedback. Look for a moment when the recipient is most likely to be receptive—not in the middle of a stressful project or at the end of a long day. If possible, schedule a meeting specifically for this purpose, giving both of you the opportunity to approach the conversation with the right mindset. By choosing your timing carefully, you increase the likelihood that your feedback will be received in the spirit it's intended and will lead to positive change.

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3 Be Specific

When providing feedback, specificity is key. Avoid vague comments that can be misinterpreted or lead to confusion. Instead, provide clear examples of what was done well and what could be improved. This approach not only makes your feedback more actionable but also shows that you are paying attention to the details of the recipient's work, which can help maintain a sense of value and respect in the relationship.

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Yamini Singh

Chief Learning Officer| Gallup Strengths Coach |Brain Based (Neuroscience) Leadership coach
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I love the SBI model for specificity minus unnecessary emotional drama. S- Specific SITUATION- The client meeting on Monday B-Behavior- You arrived 35 minutes late for the client meeting. I-Impact - Since you were supposed to deliver the presentation, the client was unhappy and unimpressed with our lack of professionalism. XYZ had to rush in, to take your place. This is better than saying, " You are the most unprofessional employee i have ever had and you almost cost us our client"!!

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4 Show Empathy

Empathy is a cornerstone of compassionate feedback. Strive to understand the recipient's perspective and acknowledge the challenges they may face. This doesn't mean you should shy away from delivering tough feedback, but it does mean you should do it in a way that validates their efforts and emotions. By expressing empathy, you create a supportive atmosphere that can help soften the blow of critical feedback.

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5 Offer Support

After highlighting areas for improvement, offer support to help the recipient make those changes. Whether it's resources, guidance, or simply your time, showing that you're invested in their development can turn feedback from a negative experience into an opportunity for growth. This support reinforces the idea that the feedback is meant to be constructive and that you're committed to working together to achieve better outcomes.

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SANDRA OJUMEAKA (ACIPM, MBA)

Talent Management | HR Generalist | Recruitment & Selection | Business Coach & Mentor | Consulting
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Use the STAR method ? Describe the specific situations that have warrantees this feedback. ? Compliment them for positive actions surrounding the area you want to give feedback ? Ask them if you can be direct and open with your feedback and how they would like it shared (face to face conversation or via email). ? Be as honest as possible while embedding empathy ? End with action steps that can be taken to achieve a better result ? Compliment them on the willingness to receive this feedback. ? Remind them that you are their cheerleader cheering them on, and that you're willing to be a growth partner who will keep them accountable for bettee outcomes in the future.

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6 Follow Up

Finally, don't let the conversation end with the feedback session. Schedule a follow-up to discuss progress and address any new concerns that may have arisen. This continued dialogue shows that you're committed to the recipient's improvement and that you see feedback as an ongoing process rather than a one-time event. Regular check-ins can also help keep the recipient motivated and on track with their development goals.

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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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Judith W?lde

?? Ich sorge dafür, dass du besser mit Druck, Stress und Konflikten umgehen lernst | Coachin, Mentaltrainerin & Mediatorin ||?? International t?tig (DE/EN) |?? 15+ Jahre Erfahrung im Personalbereich.
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I have found that two additional aspects are important when giving feedback: 1. Always have in mind, that the other person will decide for themselves, whether they want to accept your feedback, and whether they want to change something about their behavior. 2. Critically examine your relationship to the person you are giving feedback to, and take this into account when preparing. Your relationship will significantly influence the other person's willingness to accept your feedback (or even listen to you at all): if the person is your peer and has not asked for your feedback at all, the conversation will most likely take a different course than if you are speaking to your employee.

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What do you do if your feedback needs to be honest and compassionate?

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Choose Timing

3 Be Specific

4 Show Empathy

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Conflict Management

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What do you do if your feedback needs to be honest and compassionate?

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Choose Timing

3 Be Specific

4 Show Empathy

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Conflict Management

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感谢您的反馈

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