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Here's how you can deliver constructive feedback to your team as a mid-career professional.

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As a mid-career professional, you're often in a position where you need to provide feedback to your team. It's a delicate balance between maintaining morale and ensuring high performance. Constructive feedback is essential for growth and improvement, but delivering it effectively requires skill and tact. Remember, the goal is to foster a positive environment where your team feels supported and motivated to develop their strengths and address their weaknesses.

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Margaret Nannyanzi

Business Systems Coordinator @ Coca-Cola | MIOP| Organisational Psychology | Organisational Development | Professional…

1 Embrace Empathy

When preparing to give feedback, put yourself in your team members' shoes. Consider how the feedback will be received and the impact it might have on their feelings and morale. Empathy allows you to tailor your message so that it's constructive rather than critical. By showing understanding and concern for their perspective, you create a safe space for open dialogue and demonstrate that the feedback comes from a place of wanting to help them succeed.

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Nicolás Fernández Traversa

International Trade Specialist
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Desde mi punto de vista, tenemos mucho que aprender y mejorar en cuanto a trato con personas se refiere. Desde hacer la compra en el supermercado, hasta el diagnóstico de una enfermedad, pasando por una negociación, siempre hay que tener en cuenta que tratamos con seres humanos. Es fundamental tener en cuenta las palabras que vamos a usar, en función del receptor, cuando queremos hacer cualquier típico de comunicación. En especial, si queremos dar nuestra opinión o juzgar las acciones de otra persona. Escuchar, entender, cambiar el prisma de perspectiva y poner en valor el tiempo de la otra persona ayudarán crear una comunicación más agradable y efectiva.

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2 Be Specific

Vague feedback can be confusing and unhelpful. Instead, provide clear examples of behaviors or outcomes that need improvement. This specificity helps your team understand exactly what they need to work on and eliminates ambiguity. It's not enough to say that someone needs to be more proactive; point out specific instances where taking initiative could have made a difference and offer suggestions on how to do so in the future.

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Margaret Nannyanzi

Business Systems Coordinator @ Coca-Cola | MIOP| Organisational Psychology | Organisational Development | Professional Body Language Coach | PhD Student
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Oh yes, ambiguous scenarios do not bring the reality to life and come off as biased. When giving constructive feedback, the wording should be progressive to show the extent of change and the areas where more effort is required.

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3 Focus on Growth

Feedback should always aim to encourage growth and learning. Rather than dwelling on what went wrong, focus on potential solutions and opportunities for development. This positive approach helps your team members see feedback as a valuable tool for their career progression and not just criticism of past actions. Encourage them to set goals and work on strategies that will help them improve in targeted areas.

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4 Timing Matters

The timing of your feedback can significantly affect how it's received. Choose a moment when your team member is most receptive, not when they are stressed or preoccupied with other tasks. Providing feedback soon after the event in question allows for a more immediate and relevant discussion. However, ensure that there's also enough time for reflection and preparation so the conversation can be as productive as possible.

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5 Foster Dialogue

Feedback shouldn't be a one-way street. Encourage your team members to share their thoughts and feelings about the feedback. This dialogue can provide valuable insights into their perspective and help you understand the challenges they face. It also allows them to take ownership of their development and collaborate on finding the best path forward. A conversation is much more effective than a monologue for building trust and mutual respect.

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Pietra Vieira

Customer Success Analyst | Customer Experience
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Lembre-se de que o feedback construtivo deve ser uma ferramenta de apoio, n?o uma crítica. Ao incentivar a comunica??o aberta e o diálogo construtivo, você cria um ambiente propício para o crescimento profissional e pessoal, fortalecendo os relacionamentos no local de trabalho e aumentando a motiva??o e o engajamento dos funcionários

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6 Reinforce Positives

While it's important to address areas for improvement, don't forget to acknowledge what your team is doing well. Recognizing their strengths and achievements reinforces positive behavior and builds confidence. It also balances the conversation, ensuring that feedback sessions aren't solely focused on negatives, which can be demoralizing. Positive reinforcement can motivate your team to continue excelling in their roles.

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Vinicius Sanches Schmidtke

PPCP | Controladoria | Administrador | Especialista em Finan?as Corporativas
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Em reuni?es de alinhamento, seja coletiva ou individual, percebo que o feedback é melhor aceito quando come?o citando pontos positivos, depois cito os pontos a melhorar, e me coloco a disposi??o para irmos juntos. O senso de equipe aumenta muito mais quando quem recebe o feedback vê que n?o estou dando um feedback amea?ando, mas sim indo na dire??o da miss?o da empresa.

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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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Here's how you can deliver constructive feedback to your team as a mid-career professional.

1

2

3

4

5

6

7

1 Embrace Empathy

2 Be Specific

3 Focus on Growth

4 Timing Matters

5 Foster Dialogue

6 Reinforce Positives

7 Here’s what else to consider

Teamwork

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Here's how you can deliver constructive feedback to your team as a mid-career professional.

1

2

3

4

5

6

7

1 Embrace Empathy

2 Be Specific

3 Focus on Growth

4 Timing Matters

5 Foster Dialogue

6 Reinforce Positives

7 Here’s what else to consider

Teamwork

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感谢您的反馈

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