Your colleague is struggling with a project. How can you give feedback that helps them succeed?

Start by acknowledging their efforts and positive aspects of the project. Then, provide specific, constructive feedback on areas for improvement. Offer solutions, set achievable goals together, and emphasize the opportunity for learning and growth. Follow up to provide ongoing support.

Offering feedback in Risk Management requires meticulous preparation. Define your objectives and gather evidence to support your feedback. Consider your colleague's perspective and approach the conversation with empathy and respect. Focus on factual observations, avoiding personal judgments or assumptions. By providing constructive feedback sensitively, you foster a culture of continuous improvement, showcasing leadership in Risk Management excellence.

Most of People that very struggling on Project Because. 1. Don't understand which should be focussed on the project 2. Over expectation, they think can perfect on all side 3. Worry about failure 4. Lack of Knowledge on Project Management 5. Bad on Coordination with Stakeholder 6. Difficult to understand Key Stakeholder need 7. No experience on current running project

1. What's the goal? Are you trying to address a specific performance shortcoming? Improve a working relationship? Help your colleague develop skills? 2. What specific changes do you hope your feedback will initiate? Be realistic about what a single conversation can achieve. 3. What specific behaviors or situations will you reference? Don't rely on hearsay; use examples you've witnessed directly.

Identify Achievements: Start by noting something they've done well, even if it's small, to build a positive foundation. Be Solution-Oriented: Suggest specific, practical steps or resources that could help them tackle the issue. Encourage Open Dialogue: Make it clear you're open to discussing their views and finding solutions together. Set Up a Follow-Up: Propose a future meeting to check in on progress, showing your ongoing support and interest in their success.

The important thing here is that we need to be mindful when giving feedback. Of course, we want the issue to be solved immediately, but rushing it will not make it better. First, approach them non-formally, and check on them. Second, get their permission if they are ready to get feedback. After that, you can start with planning. You go with scheduling the meeting. Prepare an agenda and share it with them so they know what to expect. When giving the feedback, this must be an open communication and the focus should be on this particular thing that you would like to fix. Make sure to document everything, so you can both build an action plan. This will be helpful in the long run.

Schedule Ahead: Arrange a specific time for the feedback session, ensuring both of you can fully focus without rush. Choose Privacy: Opt for a quiet, private space where conversations won’t be overheard or interrupted. Check Their Readiness: Briefly ask if it’s a good moment for them, showing respect for their current mental space. Avoid Stress Times: Steer clear of giving feedback right before deadlines or during high-stress periods to ensure they're more receptive.

Es de suma importancia encontrar el lugar adecuado, así como el momento oportuno , este debe ser a tiempo si no estoy puede afectar en la elaboración del proyecto . Por qué los proyectos tienen fecha de caducidad.

When giving feedback to your colleague struggling with a project, it's important to be constructive and supportive. Here are some steps you can follow: 1. Start with empathy. Acknowledge that you understand they're facing challenges and express your willingness to help. 2. Focus on specific observations. Highlight areas where you see they're struggling or where improvements can be made. Be specific and avoid generalizations. 3. Provide actionable suggestions. Offer concrete suggestions or solutions that can help address the issues they're facing. Break down complex tasks into smaller, more manageable steps if necessary. 4. Encourage open communication: Create a safe space for them to ask questions and seek clarification.

Focus on Observations and Data: Provide feedback based on objective observations and data rather than subjective opinions. Highlight specific instances where risks were identified or issues arose, and discuss their impact on the project's progress.

A mí me a funcionado a la hora de dar retroalimentación el.modelo SBI que es la Situación , el comportamiento y el impacto de las decisiones a tomar en función del proyecto en qué trabajas, debes de conocer la situación actual, como influye el comportamiento y que impacto tendrán las decisiones que tomes al respecto que deben ser medibles, cuantificadas , específicas y muy claras . Sin dejar lugar a dudas y por último comprobar que haya captado el mensaje, para este paso es válido parafrasear, como me explique que la solución que estás planteando es y dar el ejemplo de último que la persona mencionó.

Pinpoint the Moment: Clearly state the specific instance or moment you're discussing to avoid confusion. Describe What You Saw: Talk about their actions or decisions in this scenario, focusing on facts. Explain the Effects: Share how their behavior influenced the project, their teammates, or their own work. Suggest Next Steps: Offer concrete advice or strategies they could use to enhance their performance going forward.

By asking questions like what they believe went smoothly or encountered challenges, what they've learned, or how they might approach things differently, you foster a space for reflection and constructive conversation. Active and attentive listening to their responses is key, along with acknowledging their perspectives and emotions, thereby nurturing a culture of open communication and mutual understanding within the team or organization.

Encourage Their Viewpoint: Start by asking how they feel the project is going, to understand their perspective. Seek Specifics: Ask them to pinpoint any particular hurdles they've encountered, encouraging self-reflection. Explore Solutions Together: Inquire what support or resources they believe could help them overcome these challenges. Affirm Their Input: Listen carefully to their responses, validating their feelings and thoughts, showing you value their input.

To determine project risks, ask questions about objectives, deliverables, timeline, stakeholders, budget, technical challenges, regulations, external factors, past experiences, and communication. Actively listen to responses to identify potential risks and uncertainties that may impact the project's success.

The initiative to support someone who is in a moment of spearheading a risk management project should be guided by the desire to collaborate with a greater purpose. Both in helping the colleague who wants to move the project forward and in seeing the company where the projects will be implemented develop and generate a greater good for society.

Moments of crisis often present unique opportunities for growth and development. No matter what role you have, be a resource. Share best practices, tools, and templates to help your colleagues overcome obstacles and enhance their skills. At some point in our careers, we have needed insight and guidance. Setbacks are a natural part of the learning process, so have a collaborative mindset and focus on solutions to support your colleagues and the organization.

Highlight Strengths: Remind them of their skills and past successes to boost their confidence. Recommend Resources: Point them towards helpful tools, courses, or people that can support their growth. Craft an Action Plan: Work together to create a step-by-step plan that addresses the feedback areas. Offer Ongoing Assistance: Make it clear you're available for further guidance and check-ins as they implement changes.

i find it usefull that Instead of merely pointing out challenges, offer constructive opinions and support my colleague to help address them. Collaboratively brainstorm potential solutions and identify actionable steps that can mitigate risks and improve project outcomes. Follow up to measure progress goes without saying.

Providing support to a colleague should be carefully considered, to avoid being taken as if you want everything for yourself. So a need for a proper plan before deciding to intervene.

To help a struggling colleague, consider these additional factors: -Understanding the root cause: Identify why they are struggling, such as a lack of resources or unclear objectives. -Setting realistic expectations: Ensure the project goals are achievable to avoid further frustration. -Recognizing efforts: Acknowledge their hard work, even if the results aren't what was expected. -Encouraging improvement: Emphasize continuous growth and learning from mistakes. -Building a positive environment: Foster a supportive culture where they feel comfortable seeking help. -Offering support: Provide additional support to address specific knowledge gaps. -Seeking feedback from others: Encourage them to seek guidance from mentors or teammates.