What are some effective strategies for giving and receiving feedback?

In my experience, feedback works best when you employ a sandwich approach. This means that if you want to give a negative feedback, you should sandwich it between two positives. Start with what went the person did well, then move on to what the person receiving feedback could have done better. Secondly, your feedback should not be just to criticize, rather it should be to provide solutions. When you approach feedback in this manner, the person receiving it will be more open to it.

Effective feedback involves being specific, timely, and constructive. As a leader, I encourage open communication channels where team members feel comfortable sharing feedback. When giving feedback, I focus on the behaviour or outcome, not the person, and offer actionable suggestions for improvement. I also actively seek feedback from team members, demonstrating that I value their perspectives and am committed to continuous improvement. This fosters a culture of trust, growth, and accountability within the team, leading to better performance and outcomes.

Feedback is like advising to help someone do better. It is not just about saying what's good or bad but giving them tips to improve. As a dentist, it is like telling your patients how to take care of their teeth so they can have a better smile. It is not about blaming them but guiding them to do better.

La confianza es esencial para que la retroalimentación sea efectiva. Cuando las personas confían entre sí, se sienten cómodas recibiendo comentarios, tanto positivos como negativos. Están más abiertos a escuchar las críticas y están más dispuestos a actuar sobre ellas. Si la confianza es inexistente, pueden ser más defensivas ante los comentarios. Pueden interpretarlos como críticas personales o ataques. Esto puede hacer que sea más difícil para ellas aprender y crecer.

Feedback is nothing less than supporting someone. It serves as constructive input by offering your honest thoughts on someone's work, aiding them in recognizing strengths and areas for improvement, ultimately contributing to their growth and development.

Instead of calling people out, we should focus on pointing out the behavior that needs adjusting. For eg: Instead of saying something like "You're always late," which can feel like a personal attack, try a different approach. Try something like "The deadline was missed twice. How can we improve time management?"

Great post on feedback types! I'm going to break it into actionable steps: 1. Giving feedback: - Be specific: "Your presentation was clear" is better than "Good job." - Focus on behaviour, not personality: "The report was late" instead of "You're always behind." - Offer solutions: "Try setting reminders" instead of pointing out problems. 2. Receiving feedback: - Listen actively: Don't interrupt; take notes if needed. - Ask questions: "Can you give an example?" helps clarify. - Thank the person: Even if you disagree, appreciate their input. Remember, good feedback is a two-way street.

Use the Sandwich method of providing feedback: Start with Positive Feedback (Top Bun): Begin the feedback by highlighting the positive aspects of the individual's performance. It helps the recipient to be receptive to the areas of improvement. Provide Constructive Criticism (filling of the Sandwich): In the second step, transition to the critical feedback or areas for improvement. Be specific, objective, and constructive in your critique, focusing on behaviors or actions that can be changed or improved. Use clear examples, data, or observations. End with Positive Reinforcement (Bottom Bun): Conclude the feedback conversation on a positive note by reaffirming the individual's strengths, highlighting progress made or potential for growth,

Here's how I think these can be put into action: 1. Be specific: Say "Your report was well-organized and easy to follow" instead of "Good job on the report." 2. Act fast: Give feedback right after a project ends, not months later. 3. Balance it out: Start with what went well, then discuss areas for growth. 4. Make it doable: Suggest clear next steps, like "Let's practice public speaking once a week." 5. Stay kind: Use a friendly tone, even when pointing out mistakes. Good feedback helps people grow. It's not about tearing them down, but building them up to do even better next time.

Integrate feedback seamlessly into learning activities and assignments, creating opportunities for continuous improvement and refinement. Encourage learners to incorporate feedback from previous assignments or assessments into subsequent learning tasks, fostering a cycle of reflection and growth.

*Pro tip to giving feedback.* I always start by asking whoever im giving feed back to "how do you feel things are going in xx" or "How do you feel like things are going in our work relationship". Asking that person to give feedback first allows them to feel heard, opens the door for your feedback, and makes it a bidirectional conversation.

Some people back away from giving direct feedback or giving feedback at all because of the risk of upsetting someone. Feedback is critical to allowing a person to progress forward so don’t let fears or assumptions hold you back from giving it. Deliver the information with empathy, ask questions to give the person a voice in the process, and listen.

When receiving feedback always accept this with an open mind not a defencive stance. All feedback however given can be constructive. Feedback given well will encourage and develop the receiver whilst adding useful points for improvement. Good feedback should not be judgemental or attacking, but should leave the person feeling encouraged and with food for thought as to how they can imporve. Critiscism can be a horrible word but the true job of a critic is to give reliable and honest feedback and done correctly should leave a positive energy with the reciever. There is a saying that nothing is all bad and the job of the critic is to give feedback that enhances the good and suggests kind modification for the not so good.