Feedback is a crucial part of project coordination, as it helps you and your team improve your performance, identify gaps, and align your goals. However, not all feedback is equally useful or constructive. How can you ensure that the feedback you give and receive is relevant and specific to your team? Here are some tips to follow.
Before you ask for or offer feedback, make sure you have a clear purpose in mind. What are you trying to achieve with the feedback? How will it help you or your team move forward with the project? How will it relate to the project objectives and deliverables? Having a clear purpose will help you focus on the most important aspects of the feedback and avoid irrelevant or vague comments.
It is always important for feedback to be specific, it has to highlight the specific issue, its impact and at times a suggestion for reflection by the team. furthermore, effective feedback should be embedded in organization's culture.
Un commentaire a pour objectif de renchérir le post ou l’article et donne la possibilité pour un débat. En général en ce qui me concerne il précise que j’adhère à la vision du débat ou pas. Il doit avoir un caractère constructif et avoir une valeur ajoutée.
Feedback helps to improve performance or behavior of an individual or team. It may come from colleagues, managers, mentors, customers, or other sources, and it may be favorable or unfavorable. Feedback is a helpful action used to address underperformance in a positive way and raise performance to a higher level.
Firstly, feedback isn't only for bad things, but also for great things. With this in mind, use the 5W2H to define the objective of this feedback.
I've found that ensuring feedback is both relevant and specific is pivotal for a team's growth. Start by clearly defining expectations and tying feedback directly to project objectives. Regular check-ins and feedback sessions create a structured dialogue, keeping the feedback pertinent to the project's current state. Constructive and actionable feedback is key. Be specific, provide examples, and suggest tangible improvements. Encourage a culture of open communication, allowing for two-way feedback among team members. Tailor feedback to individual roles, recognizing the unique contributions of each team member.
A good way to ensure that your feedback is relevant and specific is to use the SMART criteria. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. This means that your feedback should address a specific behavior or outcome, provide a measurable indicator of success or improvement, suggest an achievable action or solution, relate to the project goals and context, and set a realistic deadline or timeframe. Using the SMART criteria will help you and your team understand what is expected and how to act on the feedback.
By applying the SMART Criteria, you can make sure that your feedback is more actionable and provides a clear roadmap for improvement.
SMART could be a way to structure the feedback but I prefer an easy one: be yourself! Forget frameworks and be sure to share what happened, when, why, the impacts and how overcome or improve an X situation.
To ensure the effectiveness of the SMART criteria, adding a collaborative element by involving team members in the feedback process to be considered. Encourage them to contribute to defining of SMART goals, ensuring a shared understanding of expectations. This collaborative approach gives a sense of commitment by team members. Additionally, regular reassessment and adjustment of SMART criteria will keep team aligned with changing priorities and objectives.
To make the feedback even more meaningful, we adopted a practice of providing examples and evidence. Instead of vague suggestions, we offered concrete instances where teachers had successfully implemented the recommended strategies. This not only clarified expectations but also inspired educators by demonstrating the tangible impact of their efforts. The feedback became a roadmap for improvement, complete with signposts of success.
Make feedback specific, measurable, achievable, relevant, and time-bound (SMART). This framework helps in providing clear and actionable insights that can guide improvement.
Another way to ensure that your feedback is relevant and specific is to provide examples and evidence to support your points. Examples and evidence can help you illustrate your feedback, clarify your expectations, and avoid misunderstandings or assumptions. For instance, you can use data, metrics, reports, documents, or observations to show how your team performed, what they did well, and what they can improve. Providing examples and evidence will also help you and your team evaluate your progress and results.
Ao recolher feedbacks sobre seus liderados voce juntará importantes pontos de melhoria que devem ser levados até eles. Elogie, diga a eles, pautado em evidências, o que eles fizeram de positivo e só depois diga o que eles podem fazer para melhorar.
Para que o feedback funcione de forma adequada e construtiva, ele deve ser composto por fatos comprovados e dados reais com métricas, e n?o por opini?es, impress?es pessoais ou "achismos" que podem ter influência de viéses inconscientes e causam desconforto na equipe.
Be always specific. Provide time, KPIs, documents, or even who is involved in the situation to situate who is receiving the feedback.
Providing examples and evidences aren’t the purpose for chasing or blaming your team. From my POV, those are helping to your team evaluate themselves and it makes them to protect misunderstandings each other and to improve their clarification skills.
Understanding the importance of regular communication, we made feedback an ongoing dialogue rather than a sporadic event. This allowed us to track progress, address challenges promptly, and celebrate achievements as they occurred. By incorporating a continuous feedback loop, we ensured that our efforts were always aligned with the evolving needs of both teachers and students.
One of the best ways to ensure that your feedback is relevant and specific is to seek and offer feedback regularly. Feedback should not be a one-time event or a formal process, but a continuous and informal practice that is integrated into your project coordination. Seeking and offering feedback regularly will help you and your team stay updated, aligned, and engaged with the project. It will also help you and your team build trust, rapport, and a culture of learning and improvement.
Costumo dizer que nós gestores temos que nos preocupar com a PESSOA, o nosso papel é desenvolver pessoas seja para vida profissional ou pessoal, se preocupe com o SER HUMANO que o resultado vai acontecer. Muitas vezes pensamos só no PROFISSIONAL e esquecemos do SER HUMANO, que muitas vezes precisa ser escutado, orientado e reconhecido.
Asking and Offering feedback is really important skill often matter during gatherings or retreats. I think people know that their feedback matters and that it's not just going to float around somewhere. Context of being relevant helps people know they’ve been heard and valued. They’re more inclined to be honest about how they're thinking and feeling if they know that something's going to happen with their feedback.
A prática do feedback constante ajuda na cria??o de um ambiente com seguran?a psicológica, que é um fator crucial para o desenvolvimento de pessoas e fortalecimento das equipes.
Incentive aos seus liderados que perguntem como eles est?o se saindo. Esta simples a??o será uma extrema demonstra??o de confian?a, pois eles demonstrar?o com este interesse que n?o tem medo de ouvir suas considera??es. Ao ser respeitoso com seu feedback voce dará coragem a eles de inclusive lhe dar um feedback verdadeiro.
Gosto muito da abordagem da lideran?a situacional e, nesses casos, ela costuma apresentar bons resultados. Liderar direcionado para a situa??o de cada indivíduo em cada atividade faz toda a diferen?a. Saber que tipo de líder ser em cada caso vai com certeza permitir que os feedbacks sejam realmente relevantes e colaborem com o desenvolvimento do colaborador.
Finally, one of the best ways to ensure that your feedback is relevant and specific is to be respectful and constructive. Feedback should not be a way to criticize, blame, or judge your team, but a way to support, encourage, and empower them. Be respectful and constructive by using positive and polite language, acknowledging strengths and achievements, focusing on solutions and opportunities, and inviting dialogue and feedback. Be respectful and constructive by avoiding personal attacks, generalizations, accusations, or ultimatums. Being respectful and constructive will help you and your team create a positive and productive feedback environment.
A grande dificuldade que o ser humano tem hoje é de aceitar vis?es e argumentos diferentes dos seus. Precisamos incentivar e criar uma Cultura de debate sobre esse tema.
Ser respeitoso, construtivo e use muita inteligência emocional, para que a pessoa que está ouvindo o Feedback receba e análise as informa??es recebidas e n?o fique na defensiva e n?o leve para o lado negativo, mas escute como realmente o Feedback tem que ser recebido como uma oportunidade de melhorar, como uma oportunidade de se conhecer melhor , como oportunidade de entender como os outros te enxergam e também entender melhor o amigo que está dando o Feedback. Realmente uma cultura que precisa ser implantada para uma melhora contínua das pessoas e comportamentos.
Your feedback should only be focused on the professional aspect and when giving it, be polite and respectful towards the person, regardless of what happened.
Respect your team point of view and discuss with positive impact instead of blaming each others, which would help you to improve your skills and your team reputation as well.
Respect and constructive criticism were the cornerstones of our feedback approach. Acknowledging the hard work of educators, we framed suggestions in a positive light, emphasizing growth opportunities rather than shortcomings. This fostered a culture of openness and collaboration, where feedback was viewed not as judgment but as a catalyst for improvement
Feedback is important for professional growth. Be transparent, and respectful and always give an insight and action plan to your team.
Personalization in feedback involves demonstrating a sincere interest in the individual's progress and aspirations. It entails understanding their career goals and providing feedback that supports their professional development. This approach shows genuine care and consideration for their growth within the organization.
- Elevate your team with impactful feedback! Ensure relevance and specificity by focusing on concrete examples, emphasizing actionable insights, and fostering an open dialogue. - Drive growth and collaboration through targeted feedback.
In addition to these fundamental principles, we considered a few other key factors. Flexibility was paramount – adapting our feedback methods based on individual preferences and learning styles ensured that our guidance resonated with each teacher. Furthermore, we encouraged self-assessment, empowering educators to reflect on their own practices and contribute to the feedback process.
Cada vez mais vemos que a empatia n?o está sendo aplicada nos ambientes corporativos. Ao ouvir, aconselhar e ajudar em mudan?as de comportamento estamos criando um ambiente melhor para se trabalhar e os resultados sempre tendem a melhorar. Quanto mais humano o ambiente, mais participativo e compromissado ele será também.