What do you do if your feedback lacks specificity and actionability?

Here are a few tips to make your feedback crisp, clear and actionable. 1. Share examples to describe and illustrate your points. This will help the recipient understand what you are sharing, making your points relatable and tangible. 2. Adopt the Incident-Behavior-Impact framework. Focus on facts and observed behaviors in certain scenarios highlighting the outcomes and impact. This will ensure your feedback is not generic and will allow the recipient to comprehend your inputs and work on the actionables. 3. Engage in dialogue to seek the recipient's perspective. This will clarify any perceptions, assumptions and misinterpretations of behaviors or intent and will allow for clarity on how such scenarios can be managed better

Try this phrase if you haven’t, “help me better understand". Instead of putting others on the defensive, this phrase opens up a world of insights and meaningful dialogue. By showing genuine interest in someone's perspective, you create a space for empathy, trust, and understanding to flourish.

As a person who has given and received much criticism, I propose that the sequence for this article is only partially correct. The article suggests "1) Seek Clarification" followed by "2) Reflect Deeply." I would switch these two items. Assuming that the criticism was delivered without much opportunity for a dialog, I think it would be best to process whatever feedback you received, find a theme if there is one, identify any actionable items, form a plan to address them, and then seek a meeting (write an email) to confirm these ideas with the reviewer. This better aligns with a reasoned communications process, allows for a more efficient conversation, and shows that you have tried to process the feedback. This is your chance to rebut.

é fundamental que seja claro o processo do feedback, pois ele é uma devolutiva importante no aprendizado do aluno e também na sua percep??o com rela??o ao seu desempenho durante o processo de forma??o. Se ele n?o foi claro e esclarecedor, o discente deve sempre voltar para que haja uma discuss?o colaborativa nesse momento.

Yes this is totally acceptable in the workplace even. This approach shows how dedicated the employee is towards to being his/her better self. To rephrase this: I would say, "Constructive feedback is of importance, because the one providing this feedback wants this person to be better. You help highlight the strength and weaknesses of the person."

O momento de reflex?o também é um momento de aprendizado. é a partir do seu entendimento, das coisas que devem ser melhoradas na sua atua??o, que esse profissional pode se destacar na sua atua??o e no seu desempenho.

Reflecting on your strengths and weaknesses after feedback is what one must always do. So in this case, i would work on my weaknesses to balance it with my strengths.

Esse modelo do feedback traz um aprofundamento ainda maior desse momento de troca e de conhecimento. Além dos apontamentos de quest?es que precisam ser melhoradas, esse momento pode trazer algo novo no aprendizado e na concep??o de outras coisas que possam ser adicionadas na forma??o do aluno, para que esse fique ainda mais completo.

One thing I've found helpful in is to improve on your weaknesses, you need to learn from those above. In this case it is actually good to ask from the expert giving you the feedback on how he/she might do it, by giving examples

Ter um outro ponto de vista sobre o que foi passado nesse momento de troca, é fundamental para que n?o haja engano ou entendimento diferenciado da realidade. Tem que estar claro para o discente o que foi avaliado, e por vezes escutar ou dividir com alguém qualificado o que se aplicou, pode ser importante.

Com as informa??es de avalia??o e do feedback em m?os, o aluno precisa entender os pontos onde precisa melhorar e construir um plano para que possa colocar em prática essas melhorias. Esse processo n?o deve acontecer ou se desenvolver de forma desordenada e sem metas pré-estabelecidas.

When I receive feedback from others that is not clear, one way to look at it is that I probably have not given feedback to others in ways that are clear. For example, I need to be consistent in giving feedback to others in an S-B-I-I format: Situation - "e.g. Yesterday at the meeting; Behaviour - "When you chimed in to a question that was directed at me; Impact - "It made me feel like you did not trust me to furnish an answer; Inquiry - "I was curious what made you do that. What do you think would have been a better way to deal with the situation?" The more I am consistent in giving feedback in this format, the more likely I will receive feedback in a similar format.