What are effective ways to provide feedback during face-to-face conversations?

Face-to-face conversations offer a unique opportunity for impactful feedback. Here's how to make the most of it: Active Listening: Pay close attention to what's being said, and use non-verbal cues to show you're engaged. Be Specific: Offer concrete examples to make your feedback actionable and clear. Balance Positives and Negatives: Acknowledge strengths as well as areas for improvement. Stay Solution-Oriented: Collaborate on solutions and improvements rather than dwelling on problems. Ask for Input: Encourage a two-way conversation by seeking the other person's perspective and ideas. Effective feedback fosters growth and strengthens relationships.

Procure colocar-se em uma posi??o que favore?a o relacionamento entre os envolvidos no processo. Sente-se em frente ou ao lado do seu interlocutor e evite obstáculos , como por exemplo ter uma mesa entre as pessoas, porque pode criar uma sensa??o de distanciamento. O momento do feedback gera emo??es para todos os envolvidos e que precisam ser gerenciadas para favorecer o aprendizado e o desenvolvimento profissional.

If it's an official review, it is typically great if your organization has a system and you both know what the measurements are. If there is no system, it is still great to have set measurements and predefined (previously discussed and agreed) measurements. This ensures you are both prepared and have previously pre-scored, considered/reviewed what will be discussed. Additionally, if there is no system in place, can you automate via forms, excel sheets, etc. that can make the process a little more streamlined.

Try to think how this feedback can help someone to get better and improve his ou her skills. Bring example and share your experience too

1. Stay focused on the problem rather than the person. 2. Remain objective but understanding and empathetic. 3. Offer meaningful and actionable suggestions on how to improve. 4. Give clear examples. 5. Offer support. 6. Point out what they're doing well.

Effective feedback during face-to-face conversations is crucial for fostering growth, building relationships, and achieving desired outcomes. Here are some key strategies to consider when providing feedback in person: ? Choose the Right Time and Place. ? Focus on Specific Behavior or Actions. ? Use "I" Statements. ? Emphasize Positive Reinforcement. ? Offer Suggestions for Improvement. ? Encourage Dialogue and Active Listening. ? Focus on the Future and Collaboration. ? Maintain a Respectful and Professional Demeanor. ? End on a Positive Note. ? Follow Up and Monitor Progress.

Iniciar o feedback com pontos positivos é uma abordagem eficaz e reconfortante. é como come?ar a conversa com um caloroso abra?o, criando um ambiente acolhedor e de apoio. Destacar os pontos fortes e conquistas de alguém permite reconhecer o seu valor e contribui??o, fortalecendo a autoestima e a motiva??o. Isso também demonstra que estamos genuinamente interessados em construir um relacionamento de confian?a. Ao focar nas realiza??es antes de abordar áreas de melhoria, estamos semeando as bases para uma conversa mais construtiva e aberta, onde a pessoa se sentirá encorajada a ouvir e colaborar na busca por solu??es e crescimento. Portanto, pense nesses elogios iniciais como a porta de entrada para uma discuss?o positiva e produtiva.

In most organizations, getting feedback can feel like a "gotcha" moment, like you're being scolded for reaching into the cookie jar. Nobody likes that kind of treatment. It encourages defensiveness, which means the needed correction may never happen. Before you ever need to give negative feedback, practice "gotcha" moments of catching people doing something right. When people are accustomed to hearing genuine praise, they'll be more open to hear constructive feedback on something that needs correction.

O modelo SBI é eficaz porque fornece feedback específico e baseado em observa??es concretas, o que torna mais fácil para a pessoa entender e identificar áreas de melhoria. Sem falar que ele ajuda a minimizar o potencial de interpreta??es equivocadas, uma vez que se concentra em fatos observáveis. No entanto, é importante empregar o modelo com empatia e considera??o, mantendo um tom respeitoso e construtivo durante a conversa de feedback para garantir que o destinatário esteja motivado a se desenvolver e colaborar na busca de solu??es.

Define and practice the duration of silence you can comfortably allow during a conversation. A pause as brief as 4-5 seconds after speaking or posing a question can feel lengthy, yet it creates space for the other person to process and respond.

O feedback deve ser visto como uma via de m?o dupla onde as partes se desenvolvem. Isso acontece quando a conversa evita que alguém fique em posi??o de defesa ou queira vencer a discuss?o impondo seu ponto de vista por exemplo. A proposta do feedback deve sempre ser de estímulo a novas a??es, amplia??o do desenvolvimento e acelera??o de resultados.

A escuta ativa e a empatia também s?o um antídoto contra mal-entendidos e resistência defensiva. Ao mostrar que estamos abertos a ouvir e compreender a perspectiva da outra pessoa, estamos construindo uma ponte para a comunica??o eficaz. Ninguém gosta de se sentir julgado ou criticado, mas todos apreciam ser ouvidos e compreendidos.

Focar nas solu??es durante um feedback cara a cara é como oferecer um mapa para ajudar alguém a superar obstáculos. Ao invés de apenas apontar problemas, estamos contribuindo para a constru??o de um caminho claro em dire??o ao crescimento e melhoria. Isso demonstra que estamos comprometidos em encontrar respostas e n?o apenas em identificar falhas, criando um ambiente de colabora??o e aprendizado mútuo. Além disso, quando nos concentramos nas solu??es, ajudamos a pessoa a se sentir capacitada e motivada, pois ela percebe que n?o está sozinha na busca por melhorias.

Nothing works better than a warm closed handshake with a hand tap behind the shoulder before a face-to-face conversation. It eases the tension, and the employee becomes relaxed and feels connected. It's important to start the conversation with his/her achievements and how they impacted the organizational goal. After that, it'd be great if the employee is asked to share his views on his/her achievements and anywhere he/she feels the intervention of the management level to maximize the effort. The more the employee shares his/her inner thoughts, the conversation will be more effective. As it rights mentioned, the objective is to find a solution and work on it.

Providing effective feedback during face-to-face conversations involves a balanced approach. Start with a positive note, affirming the individual's strengths, then address areas for improvement with specific examples and clear, constructive suggestions. Engage in active listening, encourage dialogue by asking open-ended questions, and show empathy to understand their perspective. Tailor your feedback to align with project goals and the individual's professional development. Conclude by setting actionable steps and offering support for growth, reinforcing the message that feedback is part of their success within the team.

Feedback is one of essential elements in anyone's growth. Points to consider while giving feedback: 1. Set the CONTEXT 2. State your OBSERVATIONS. 3. Explain the consequences and RESULTS. 4. Set the EXPECTATIONS. In nutshell use method called CORE for giving feedback. While receiving feedback: 1. Acknowledge the feedback without judgemental. 2. Validate the feedback through introspection and then only accept. 3. Focus on how to close the gaps. 4. Measure your progress by taking feedback with the same stakeholder after some time.