Here's how you can foster open and honest communication when giving and receiving feedback.

On my opinion, building trust is the foundation for open and honest communication when giving and receiving feedback. When people feel safe and respected, they're more likely to be receptive to feedback and offer their own honest perspective. This trust can be fostered through active listening, empathy, and a genuine interest in growth for both parties.

Create an environment where team members feel safe and supported in sharing their thoughts and opinions without fear of judgment or reprisal. Emphasize the importance of confidentiality and respect for diverse perspectives. When giving feedback, provide specific examples of observed behaviors or actions, and their impact on performance or outcomes. Use the Situation-Behavior-Impact (SBI) Model Structure feedback using the SBI model, which involves describing the situation, the specific behavior observed, and the impact of that behavior. This framework provides a clear and objective structure for delivering feedback. When receiving feedback, listen attentively without interrupting or becoming defensive.

1) Focus on Behavior, Not Personality: Frame feedback around specific actions and how they impact results, not personal attacks. 2) Active Listening: When receiving feedback, truly listen and acknowledge the other person's perspective. 3) Focus on Solutions: Move beyond identifying problems; encourage collaborative brainstorming for solutions.

Open communication leads to trust. Feedback when provided with good intention, to help the individual grow helps the purpose. The receiver of the feedback should have open mind, listen actively and ask for more information to understand if not convinced and not get defensive. Both parties should know that feedback is not fault finding nor criticizing. When there is respect, good intention, honesty and empathy and clear and open communication it paves way to success of an individual, a team or a firm.

To foster open and honest communication when giving and receiving feedback, create a supportive environment where individuals feel safe to express themselves. Be clear, specific, and constructive in your feedback, focusing on behaviors and outcomes rather than personal attributes. Use "I" statements to express your perspective and listen actively to understand the other person's viewpoint. Encourage a two-way dialogue, allowing for questions and clarifications. Show empathy and respect, and be open to receiving feedback yourself. Follow up on feedback to demonstrate commitment to improvement and maintain a culture of trust and continuous growth.

Para estabelecer essas normas, realize sess?es de treinamento onde você explica as características de um bom feedback. Enfatize a importancia de ser específico, evitando generaliza??es e focando em exemplos concretos de comportamento ou desempenho. Isso ajuda a equipe a entender exatamente o que está sendo abordado e como podem melhorar. O feedback construtivo deve sempre incluir sugest?es práticas para melhoria, e n?o apenas apontar problemas. Incentive a equipe a oferecer feedback de uma maneira que destaque tanto os pontos fortes quanto as áreas de desenvolvimento, promovendo um equilíbrio que refor?a a confian?a e a motiva??o.

TIP: Begin feedback sessions with a brain-friendly micro question such as, "Are you open to feedback?" to set a receptive tone. Utilize the COIN formula—Context, Observation, Impact, and Next steps—to structure your feedback effectively. This method ensures that feedback is not only clear and specific but also ties directly to observable behavior and its impact on the team or project. It concludes with collaborative discussion on future actions, making the process constructive. Setting this standard helps prevent defensiveness and promotes a culture where feedback is a tool for growth and improvement.

As a team leader, setting norms for open and honest communication when giving and receiving feedback is essential for fostering a collaborative and supportive work environment. Firstly, lead by example by being transparent, approachable, and responsive to feedback yourself. Encourage team members to share their thoughts openly by creating a safe space where everyone feels valued and respected. Establish regular feedback sessions to provide opportunities for both positive and constructive feedback. Encourage active listening and empathy when receiving feedback, promoting a culture of understanding and continuous improvement. By setting and upholding these norms, I create a culture of trust, respect, and growth within my team.

Setting clear norms for feedback can help ensure that it’s constructive and beneficial. Establish guidelines for how feedback should be given and received. This could include being specific, focusing on behavior rather than the person, and providing suggestions for improvement.

Ao fornecer feedback, leve em considera??o os sentimentos e as emo??es do receptor. Escolha suas palavras com cuidado e evite críticas duras ou desencorajadoras. Em vez disso, concentre-se em oferecer feedback construtivo e orientado para o crescimento, destacando tanto os pontos fortes quanto as áreas de melhoria. Lembre-se de que o objetivo do feedback é ajudar a pessoa a crescer e se desenvolver, n?o desencorajá-la ou fazê-la se sentir inadequada. Além disso, esteja aberto a ouvir a perspectiva do outro durante o processo de feedback. Demonstrar empatia significa estar disposto a compreender os pensamentos, sentimentos e preocupa??es da outra pessoa. Fa?a perguntas abertas e demonstre interesse genuíno em entender sua experiência.

Escolha bem as palavras, indique caminhos para melhorar e n?o critique apenas por criticar. Seja você líder ou n?o, mostre que você está preocupado com os sonhos, problemas e necessidades de cada membro da equipe.

A empatia é a chave para uma troca de feedback eficaz. Ao reconhecer o esfor?o e investimento pessoal por trás do trabalho, criamos um ambiente mais acolhedor para receber e dar feedback. Isso n?o só promove o desenvolvimento profissional, mas também fortalece os la?os dentro da equipe.

To apply empathy effectively, it's essential to actively listen to my members, acknowledge their feelings, and show understanding towards their perspective. By putting myself in their shoes, I can better grasp their challenges and motivations, leading to more meaningful and constructive feedback exchanges. This approach helps create a safe and supportive environment where members feel valued and respected, encouraging them to express themselves openly and honestly. Demonstrating empathy allows me to provide feedback that is focusing on growth and development rather than criticism. By prioritizing empathy in feedback interactions, I can build trust, strengthen relationships, and promote a culture of open communication within your team.

Empathy is key in feedback conversations. Try to understand the other person’s perspective and feelings. Acknowledge their efforts and express understanding for their challenges. This can make them more receptive to your feedback.

Ao incentivar o diálogo, você cria um ambiente onde as pessoas se sentem valorizadas e ouvidas. Isso fortalece os relacionamentos interpessoais, promove a resolu??o de conflitos de forma construtiva e estimula a colabora??o e a inova??o. Em última análise, um diálogo aberto e honesto contribui para um ambiente de trabalho mais positivo e produtivo.

By creating a safe and inclusive environment where members feel comfortable sharing their thoughts and ideas. Start by setting clear expectations for feedback and emphasizing the importance of open communication in the team. Encourage active listening and demonstrate empathy when giving feedback to show that you value their perspective. Foster a culture of constructive feedback by highlighting achievements along with areas for improvement, and encourage members to provide feedback to each other as well. By leading by example and maintaining a transparent and approachable demeanor, I inspire my team to engage in meaningful dialogue that ultimately leads to better collaboration, problem-solving, and overall team success.

Certamente que o feedback é indispensável para analisar e compreender os comportamentos de cada um, potencializar competências, alinhar expectativas e até mesmo para informar sobre as entregas e resultados do time.

Feedback should be a two-way conversation. Encourage the other person to share their thoughts and feelings. Ask open-ended questions to stimulate discussion and ensure that they feel heard and understood.

Feedback isn't a one-way street. It must be a two-way street, a dialogue. It's important to have an environment where people feel comfortable & safe giving feedback to superiors. Most orgs I've worked with have no problem with giving feedback "down"; but, when it comes to giving feedback "up," these orgs fail. So, you have to encourage dialogue. To do this, you'll need to: 1) Lead by example: Regularly solicit feedback from your team, demonstrating openness & appreciation for their input. 2) Create safe spaces: Establish dedicated forums like skip-level meetings or anonymous surveys for upward feedback. 3) Reward candor: Publicly recognize & praise individuals who provide constructive upward feedback to reinforce that it's valued.

Ao oferecer suporte durante o feedback, demonstre disponibilidade para fornecer orienta??o adicional, treinamento ou mentoring, conforme necessário. Se o feedback identificar áreas específicas que precisam de desenvolvimento, ofere?a sugest?es práticas sobre como melhorar, juntamente com recursos ou oportunidades de aprendizado que possam ser úteis. Além disso, esteja aberto a discutir quaisquer preocupa??es ou desafios que o membro da equipe possa enfrentar. Mostre empatia e compreens?o, e esteja pronto para ajudá-los a encontrar solu??es ou superar obstáculos que possam estar impedindo seu progresso.

I actively listen to team members' perspectives, encouraging them to express their thoughts and feelings openly. I provide constructive feedback in a respectful and empathetic manner, focusing on specific behaviors and outcomes rather than personal attributes. I promote a culture of continuous improvement by recognizing achievements and facilitating open dialogue for addressing areas of concern. By modeling transparency and vulnerability, I inspire trust and collaboration among team members, paving the way for constructive feedback exchanges that drive individual and team growth.

Lembre-se de que a comunica??o eficaz, a técnica, a solu??o de problemas e o gerenciamento do tempo s?o habilidades de suporte e importantes para uma boa gest?o.

After giving feedback, offer your support. This could be in the form of resources, guidance, or simply your time. Let them know that you’re there to help them implement the feedback and improve.

If you're a team leader & have given constructive feedback, it's critical that you follow up & offer support in their growth. You simply cannot give feedback about growth opportunities & never return to it. That's poor leadership. Your job is to coach them & help them get better each day. 1) Schedule regular check-ins to discuss progress & provide ongoing guidance and encouragement. 2) Provide resources such as training, mentoring, or tools to help them develop. 3) Offer opportunities for them to practice & apply the feedback in real-world situations, & give timely coaching & recognition for their efforts & improvements. Remember, your consistent follow-through & support demonstrate your commitment to their growth & success.

Combining nurtured trust, empathetic support, demonstrating willingness to coach and careful choice of setting and timing makes all the difference to the impact, credibility and sustainability. It must be planned and followed up regularily to foster a learning and developing culture.

A escolha de um local privado, especialmente se houver alguma observa??o crítica é importante. A privacidade previne interrup??o e evita que o colaborador se sinta envergonhado.

Feedback should be given in a private setting to respect the individual’s privacy and dignity. This can make the person more comfortable and open to receiving feedback.

El carácter de una retroalimentacion es siempre privada, porque indicamos cuales son los puntos de mejora de una persona y proponemos en conjunto estrategias que le permitan seguir creciendo. Es esta privacidad la que impacta de forma positiva en la persona que recibe el feedback , permitiendo así que exista mayor apertura a escuchar y lograr un cambio.

it is through trust and practice. it should not be perceived that it is a strategy that is only used when there is a benefit for a certain party. it should be a norm and practice. having people to feel that they are financially stable will empower them - I think this is a key point

Once, as a trial, our team manager took us all offsite for a team feedback session. Each person would leave the room and the entire team collaborate on the plus/delta for the individual for the year, which was sumarised and fedback when then were called back into the room. It was a very enlightening process, worked well, and highlighted the items that could easily be considered small but was positively recognized by others. The entire team learned from not only their feedback, but the feedback given to others. All biases were removed and was a very objective exercise. We only did it once due to sale of the business unit.

Timing and tone play crucial roles in the effectiveness of feedback. It’s important to choose an appropriate moment and maintain a constructive tone of voice. These elements significantly influence how feedback is both delivered and received, impacting the openness and honesty of the interaction.

As reuni?es a dois também s?o importantes para garantir que você e a sua equipe estejam alinhados. Comunica??es regulares impedem problemas maiores, abrem espa?o para feedback imediato e periódico e promovem uma comunica??o aberta.

Always be respectful and considerate when giving feedback. Remember that everyone has different learning styles and paces, so be patient and give them space to process the feedback. Also, make sure to give positive feedback and recognition for improvements to keep them motivated.