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Here's how you can give motivating and encouraging feedback to your colleagues.

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Giving feedback to colleagues can be a delicate balance, but it's crucial for fostering a positive and productive work environment. When done correctly, feedback can motivate and encourage your team members, helping them to improve and succeed. The key is to approach feedback with empathy, clarity, and a focus on growth. Whether you're a manager or a peer, your ability to provide constructive and uplifting feedback can make all the difference in your colleagues' professional development and overall job satisfaction.

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1 Begin Positively

Starting with a positive note sets a constructive tone for the feedback session. Highlighting what your colleague has done well before diving into areas of improvement helps build their confidence and openness to your suggestions. It's not just about making them feel good; it's about reinforcing effective behaviors and outcomes that you want to see continue. This approach, often known as the "sandwich method," where criticism is 'sandwiched' between two positive comments, can help ensure that your feedback is received as intended - as a supportive guide to better performance.

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Florence Van Roy

Développer l’engagement ? Pour que chacun soit acteur d’une vision commune ? Faire vivre l’intelligence collective ?? Depuis 20 ans, animation d’ateliers et séminaires, coaching, formation.
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Pour démarrer un feedback de progrès, il me semble important de soigner le contexte et l'accueil : endroit isolé, bureau fermé. Inviter la personne à s'assoir, éteindre son téléphone etc. Par contre, il est préférable de commencer directement par ce qui pose problème. Ceci permet d'avoir un message clair. Commencer par un point positif, risque de pénaliser la suite : lors du prochain feedback positif, la personne risque de s'attendre ensuite à un reproche.

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2 Be Specific

Vague feedback can be confusing and unhelpful. It's important to provide clear examples when discussing areas of success or those needing improvement. Instead of saying "You're doing great," pinpoint what actions or results were particularly effective. Likewise, when addressing issues, focus on specific instances and behaviors rather than generalizing. This not only makes your feedback more actionable but also helps prevent misunderstandings and gives your colleague a clear direction for growth.

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Florence Van Roy

Développer l’engagement ? Pour que chacun soit acteur d’une vision commune ? Faire vivre l’intelligence collective ?? Depuis 20 ans, animation d’ateliers et séminaires, coaching, formation.
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Pour être entendu, le feedback de progrès doit être exprimé sous forme de : Faits + sentiments. La difficulté est de banir les opinions. Ex : "tu m'as mal parlé" = opinion. "Ce matin, tu m'as dit "...." = fait". "Je ne supporte pas qu'on me parle de cette fa?on" = ressenti. Les faits et ressentis ne sont pas contestables, et n'attaquent pas la personne. Ils ont + de chance d'être entendus, plutot que d'entrainer une réaction de défense.

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3 Focus on Growth

Adopting a growth mindset when giving feedback is essential. Emphasize that challenges are opportunities for development rather than insurmountable obstacles. Encourage your colleagues by discussing potential pathways for improvement and learning, rather than dwelling on mistakes. This positive framing helps maintain motivation and can transform feedback from a dreaded interaction into a welcomed opportunity for professional advancement.

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Florence Van Roy

Développer l’engagement ? Pour que chacun soit acteur d’une vision commune ? Faire vivre l’intelligence collective ?? Depuis 20 ans, animation d’ateliers et séminaires, coaching, formation.
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Une fois que le pb / pt de progrès a été exprimé, il est nécessaire d'écouter la personne : avoir son regard, ses ressentis, les raisons de son comportement. Eviter d'enchainer directement sur la suite à donner (: il faut que tu ...) Puis co-construire les solutions : éviter de proposer des solutions en 1er. Demander à la personne : comment penses tu faire pour la suite ? (pour changer ce comportement). Trouver des solutions ensemble, et prévoir un suivi.

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4 Listen Actively

Feedback should be a two-way conversation. Give your colleague the chance to express their thoughts and feelings about your observations. Active listening demonstrates respect and allows you to understand their perspective, which can be invaluable in resolving any issues and fostering a cooperative relationship. By engaging in this dialogue, you can work together to develop solutions that are agreeable and effective for both parties.

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Florence Van Roy

Développer l’engagement ? Pour que chacun soit acteur d’une vision commune ? Faire vivre l’intelligence collective ?? Depuis 20 ans, animation d’ateliers et séminaires, coaching, formation.
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Il est souvent tentant de monopoliser la parole, pour dire ce que l'on a à dire et proposer des solutions. Le risque est que le message ne soit pas entendu (ou pas d'adhésion). Qd le reproche a été exprimé, il est indispensable que la personne s'exprime, même si cela va contre ce que l'on pense. La personne ne pourra entendre notre position, que si elle se sent entendue dans la sienne. Il est nécessaire également de reformuler ses propos (leur accorder de la valeur, même si nous ne sommes pas d'accord).

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5 Follow Up

Feedback doesn't end with a single conversation. Following up shows that you are invested in your colleague's progress and care about the outcome of your discussion. It also gives you the opportunity to acknowledge improvements, reassess goals, and offer further support if needed. Regular check-ins can help keep your colleague on track and show that you are a reliable source of guidance and encouragement.

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6 Offer Resources

Sometimes, colleagues may need more than just advice to improve. Offering resources such as training materials, workshops, or mentorship opportunities can provide them with the tools they need to succeed. By pointing them towards helpful resources, you demonstrate a commitment to their growth and provide practical means for them to enhance their skills and knowledge.

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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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Here's how you can give motivating and encouraging feedback to your colleagues.

1

2

3

4

5

6

7

1 Begin Positively

2 Be Specific

3 Focus on Growth

4 Listen Actively

5 Follow Up

6 Offer Resources

7 Here’s what else to consider

Conflict Management

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Here's how you can give motivating and encouraging feedback to your colleagues.

1

2

3

4

5

6

7

1 Begin Positively

2 Be Specific

3 Focus on Growth

4 Listen Actively

5 Follow Up

6 Offer Resources

7 Here’s what else to consider

Conflict Management

给文章评分

感谢您的反馈

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