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Here's how you can deliver honest and supportive feedback effectively.

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Delivering honest and supportive feedback is a crucial skill in any professional setting. It's about more than just telling someone what they did wrong; it's about fostering growth and encouraging a culture of continuous improvement. When you give feedback, you're not just critiquing; you're also supporting your colleague's development. Therefore, it's essential to strike a balance between honesty and supportiveness to ensure that the feedback is constructive and well-received. With the right approach, you can help others excel in their roles while maintaining a positive working relationship.

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PYAE PHYO AUNG , Dr. ????

National Professional Officer ( Malaria Program Management - Field ) _ WHO | PMP | UMMG | YSEALI | MYANMAR
Brando Maco

OKR Strategist Consultant | Agile Coach Sr | Management 3.0 Facilitator | Agile HR Leader | Barrett Culture Consultant…
Lauren Elizabeth Pearl

CFO & Strategic Advisor to Startups & Small Businesses | Cohost of "The Growth-Minded CFO Podcast", powered by Upflow |…

1 Build Trust

Before diving into feedback, ensure there's a foundation of trust. Without trust, even well-intentioned feedback can be perceived as criticism. Start by establishing a rapport and demonstrating that you're committed to your colleague's success. This can be achieved through regular positive interactions, showing genuine interest in their work, and being consistently supportive. When trust is present, feedback becomes a tool for growth rather than a source of tension.

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PYAE PHYO AUNG , Dr. ????

National Professional Officer ( Malaria Program Management - Field ) _ WHO | PMP | UMMG | YSEALI | MYANMAR
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Delivering honest and supportive feedback effectively in facilitation involves focusing on specific behaviors or actions, offering constructive criticism rather than personal judgments, and providing actionable steps for improvement. Utilizing a coaching approach that emphasizes active listening, empathy, and encouragement can foster trust and openness, enabling individuals to receive feedback positively and grow from it. Additionally, framing feedback within the context of shared goals and emphasizing the value of continuous improvement can further reinforce a culture of feedback and support within the facilitation process.

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Christiane BELLOT

"Solopreneure", Secrétaire Assistante / Consultante Formatrice
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Le feedmack est une arme redoutable qui peut aussi bien faire progresser que faire décrocher quelqu'un. Il importe à mon avis d'être sincère, factuel, et surtout bienveillant. Si le feedback est positif, il permettra l'impression de reussite, de bien faire, et donc encouragera à se surpasser plus encore ; s'il est négatif, il doit être construit de sorte qu'il serve de base de travail pour progresser : dire ce qui ne va pas, oui, mais donner des pistes et des conseils pour que cela fonctionne. Ce feedback là sera un redoutable outil de reconnaissance et de confiance.

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2 Be Specific

Specificity is key when delivering feedback. Vague comments can lead to confusion and make it difficult for the recipient to understand what they need to improve. Focus on particular instances and behaviors rather than generalizing. For example, instead of saying "You need to be more proactive," provide an example of a situation where taking initiative would have made a difference. This clarity helps the receiver of the feedback to identify actionable steps they can take to improve.

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Gabriel Andrés Jiménez Almeira

Consultor en Planeación Estratégica y Gestión de Riesgos | Docente e Investigador | Convivencia, Seguridad y Defensa.
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En lugar de comentarios vagos, me enfoco en situaciones y comportamientos particulares para proporcionar un feedback claro y útil. Por ejemplo, en lugar de decir "Deberías ser más proactivo", prefiero dar ejemplos específicos de situaciones donde tomar la iniciativa habría marcado la diferencia. Esta aproximación ayuda al receptor a entender exactamente qué áreas pueden mejorar y qué acciones concretas pueden tomar para hacerlo.

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3 Balance Act

Strive for a balance between positive reinforcement and constructive criticism. This is often referred to as the "sandwich" approach, where you begin with something positive, address areas for improvement, and conclude with another positive note. This method can help soften the blow of criticism and keep the overall tone supportive. Remember that the goal is to motivate, not discourage, so ensure that the positive aspects of the individual's work are genuinely recognized.

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4 Timing Matters

Timing can greatly influence how your feedback is received. Choose a moment when the person is most receptive and not preoccupied with other tasks or stressors. Avoid giving feedback in public or in front of peers, as this can create embarrassment or defensiveness. Instead, opt for a private setting where you can have an open and uninterrupted conversation. Timely feedback, given soon after the relevant event, also helps ensure the details are fresh and more actionable.

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Lauren Elizabeth Pearl

CFO & Strategic Advisor to Startups & Small Businesses | Cohost of "The Growth-Minded CFO Podcast", powered by Upflow | Author of "The Daily CFO" newsletter - subscribe below!??
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The best timing for feedback - especially critical feedback- is as quickly as possible, in private, as soon as the receiver is ready.

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Christiane BELLOT

"Solopreneure", Secrétaire Assistante / Consultante Formatrice
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A mon avis, il importe que le feedback soit le plus proche possible de l'action évaluée. Si l'on attend l'entretien annuel, il va perdre de son sens car n'aura pas permis l'appropriation du sentiment d'appartenance ou l'envie de progresser puisqu'aucun conseil n'aura été apporté. Si au contraire, il intervient sit?t que la mission ou la tache est réalisée, il aura l'écho attendu : reconnaissance s'il est positif, et s'il est plut?t négatif, la confiance et la sensation d'entraide ne seront déclenchées que s'il est complété par une liste de ressources et de conseils pour s'améliorer et aller plus loin.

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5 Listen Actively

Feedback should be a two-way street. After sharing your thoughts, give the other person a chance to speak. Listen actively to their perspective without interrupting. They may have insights or explanations that can help you understand the situation better or reveal areas where you can provide additional support. Active listening demonstrates respect and shows that you value their input, fostering a more collaborative environment.

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Brando Maco

OKR Strategist Consultant | Agile Coach Sr | Management 3.0 Facilitator | Agile HR Leader | Barrett Culture Consultant | ICF Professional Coach | Chief Happiness Officer | Lego Serious Play Facilitator | Mentor | Docente
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Personalmente, el feedback me ha ayudado a crecer mucho en mi desarrollo personal y profesional. Una de las elementos clave que he aprendido es el saber escuchar, que no es nada fácil. Ahora la pregunta que me hago es: ?cuál es nuestra intención de escuchar? Para entender al otro o para responderle rápidamente? Aquí de los elementos clave para brindar un feedback efectivo: la escucha activa, escuchar para entender. Para cultivar esta capacidad recomiendo 3 consideraciones: 1. Estar presentes: escuchar efectivamente implicar tener los 5 sentidos enfocados en la conversación 2. El feedback es bidireccional: es una conversación, no un monólogo 3. Debemos escuchar lo que el otro dice, y no lo que nosotros solo queremos escuchar.

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Christiane BELLOT

"Solopreneure", Secrétaire Assistante / Consultante Formatrice
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L'écoute active est la base d'un dialogue constructif. Ecouter l'autre est plus important que chercher à tout prix à répondre sans avoir réellement compris les attendus. La confiance et le respect mutuel ne s'obtiennent que s'ils sont partagés et sincères.

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6 Follow Up

Finally, following up is an integral part of the feedback process. It shows that you are invested in seeing real progress and that you care about the outcome. Set a time to revisit the feedback to discuss any improvements, challenges, or further support needed. This continued engagement not only reinforces the importance of the feedback but also provides an opportunity for ongoing development and encouragement.

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Christiane BELLOT

"Solopreneure", Secrétaire Assistante / Consultante Formatrice
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Une action ponctuelle ne sera pas efficace. Pour atteindre l'efficience, il convient de procéder à des feedbacks réguliers et pertinents. Qu'ils soient orientés "félicitations" ou au contraire "attention, il faut améliorer tel ou tel domaine", le feedback doit être régulièrement proposé dans une démarche qualité continue et permanente.

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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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Dean Griess

Master Certified Facilitator | Author | Facilitation & Presentation Coach | Learning Leader
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When delivering feedback, always start by asking what the facilitator thought went well. Force them to identify the positive as they will gravitate to immediately focusing on the negative. Also, by letting them start, it builds the habit of helping them self assess.

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Christiane BELLOT

"Solopreneure", Secrétaire Assistante / Consultante Formatrice
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L'autre a souvent les réponses à ses questionnements et ses doutes. Le feedback doit permettre en outre de faire émerger ces idées que l'autre détient mais dont il n'a pas encore conscience. Libérer et faire grandir l'autre en l'accompagnant vers le haut, telle est ma devise pour faire évoluer professionnellement un ou une collègue qui ne demande qu'à progresser.

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Here's how you can deliver honest and supportive feedback effectively.

1

2

3

4

5

6

7

1 Build Trust

2 Be Specific

3 Balance Act

4 Timing Matters

5 Listen Actively

6 Follow Up

7 Here’s what else to consider

Facilitation

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Here's how you can deliver honest and supportive feedback effectively.

1

2

3

4

5

6

7

1 Build Trust

2 Be Specific

3 Balance Act

4 Timing Matters

5 Listen Actively

6 Follow Up

7 Here’s what else to consider

Facilitation

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