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Here's how you can provide objective feedback based on observable behaviors.

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Providing objective feedback is a critical skill, especially when it comes to managing your time and that of others effectively. When feedback is based on observable behaviors, it removes personal bias and focuses on aspects that can be measured and improved. This approach not only fosters a more positive work environment but also aids in the professional development of the team. By being specific about behaviors rather than making general statements, you help the recipient understand exactly what actions to replicate or change.

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Delphine SANDRIN ?

Renforcez votre efficience et optimisez votre temps ! ?? Pour dirigeants, salariés et entrepreneurs ??Accompagnement…

1 Define Objectivity

Objectivity in feedback means basing your comments on facts and observations rather than personal feelings or opinions. To provide objective feedback, you need to focus on what you have directly seen or heard, not on hearsay or assumptions. This approach helps maintain professionalism and ensures that the feedback is relevant and actionable. By clearly stating the behavior observed, you make it easier for the recipient to understand the context and the impact of their actions, which is essential for them to make necessary improvements.

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2 Use Examples

Using specific examples is crucial when providing objective feedback. Instead of saying someone needs to improve their time management, describe a particular instance where they missed a deadline or failed to prioritize tasks effectively. This method not only clarifies your point but also provides a concrete basis for discussion. Examples serve as undeniable evidence of behavior and create a platform for a constructive conversation about how to develop better habits or strategies moving forward.

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3 Avoid Generalizations

To avoid misunderstandings, steer clear of generalizations and ambiguous language. Phrases like "always" or "never" can feel accusatory and often do not reflect the entire scope of someone's behavior. Instead, describe specific instances and focus on patterns that you have observed. This precision not only makes your feedback more credible but also more digestible for the recipient, as they can relate it to actual events rather than feeling overwhelmed by exaggerated character judgments.

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4 Encourage Dialogue

Encouraging dialogue is a key element in providing objective feedback. Invite the recipient to share their perspective on the observed behaviors. This two-way communication ensures that they feel heard and understood, and it can also provide insights into any underlying issues or constraints they may be facing. A dialogue fosters a collaborative approach to finding solutions and helps the recipient take ownership of their development process.

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Delphine SANDRIN ?

Renforcez votre efficience et optimisez votre temps ! ?? Pour dirigeants, salariés et entrepreneurs ??Accompagnement individuel sur-mesure et formation collective ??? Distanciel et présentiel
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Encourage dialogue in fact and to do this, demonstrate very good listening skills. Speaking is very easy. Truly listening to your interlocutor is much less so. This involves in particular digging into the words he uses because everyone has their own meaning of words. This also involves understanding the reality that the person experiences by questioning them to obtain precise information.

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5 Suggest Improvements

When providing feedback, it's not enough to point out what needs changing; you should also suggest ways to improve. Offer practical advice or tools that can help the recipient manage their time more effectively. Whether it's adopting a new scheduling technique or delegating tasks more efficiently, your suggestions should be actionable and supportive, aimed at empowering the recipient to make positive changes.

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Delphine SANDRIN ?

Renforcez votre efficience et optimisez votre temps ! ?? Pour dirigeants, salariés et entrepreneurs ??Accompagnement individuel sur-mesure et formation collective ??? Distanciel et présentiel
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A complementary technique is to let the person think about their own solutions. This involves, for example, asking her how she could do differently to improve, what she could change. Indeed, when we find our own solutions, we adopt them much more easily.

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6 Follow Up

Following up after providing feedback is essential to ensure that it has been understood and acted upon. Schedule a time to revisit the discussion and assess any progress made. This shows your commitment to the recipient's development and reinforces the importance of the feedback provided. A follow-up demonstrates that you value ongoing improvement and are willing to invest time in helping others grow professionally.

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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 provide objective feedback based on observable behaviors.

1

2

3

4

5

6

7

1 Define Objectivity

2 Use Examples

3 Avoid Generalizations

4 Encourage Dialogue

5 Suggest Improvements

6 Follow Up

7 Here’s what else to consider

Time Management

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Here's how you can provide objective feedback based on observable behaviors.

1

2

3

4

5

6

7

1 Define Objectivity

2 Use Examples

3 Avoid Generalizations

4 Encourage Dialogue

5 Suggest Improvements

6 Follow Up

7 Here’s what else to consider

Time Management

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感谢您的反馈

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