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Last updated on 2024年6月2日

Here's how you can make feedback specific and actionable for your team.

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Effective feedback is a cornerstone of team leadership, and it's crucial for your team's development and success. As a leader, you have the power to shape the growth of individuals and the team as a whole through your feedback. But for it to be truly effective, it needs to be specific and actionable. This means going beyond generic comments and providing clear, detailed guidance that team members can use to improve their performance. By mastering the art of giving specific and actionable feedback, you'll foster a culture of continuous improvement and help your team reach new heights.

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Daniel Holanda

Business Excellence | Industrial Engineering | Lean Manufacturing | Operations | Operational Excellence
Nitin Jadhav

Officer, CFO @CS (UBS) | Investment Banking | HSBC | Google Data Analyst Certified | SEBI (NISM) Certified Research…
Ricardo Stary Rodrigues

Product Lead @ Localiza&CO | Executive MBA @ FGV EAESP | Gerente de Produto | Pricing |

1 Define Goals

Before diving into feedback, ensure that your team's goals are crystal clear. Specific and actionable feedback is anchored in well-defined objectives. If your team members don't know what they're aiming for, how can they align their actions accordingly? Start by revisiting the goals and making sure they are SMART: Specific, Measurable, Achievable, Relevant, and Time-bound . This clarity will not only guide your team but also provide a framework for the feedback you give, making it easier to pinpoint where improvements are needed and what steps should be taken next.

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2 Observe Details

To provide specific feedback, you need to observe your team's actions and outcomes with a keen eye. This doesn't mean micromanaging but rather being aware of the nuances in their work. Take note of both the positives and the areas needing improvement. When you observe specific instances where a team member excelled or fell short, you can provide feedback that resonates because it's tied to real events. It's this level of detail that transforms generic comments into valuable insights that your team can act upon.

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Ricardo Stary Rodrigues

Product Lead @ Localiza&CO | Executive MBA @ FGV EAESP | Gerente de Produto | Pricing |
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Feedbacks possuem três grandes etapas: Prepara??o, feedback e suporte ao desenvolvimento. Prepara??o: - é importante a lideran?a mapear o objetivo do feedback, o seu ponto de vista da situa??o e o possível ponto de vista do outro. Durante: - Exemplo de framework SCI, de forma a ser importante contextualizar a situa??o do feedback, o comportamento (com evidências e exemplos) e os impactos (para equipe, individual, stakeholders, etc.) Acompanhamento: - Feedbacks devem ser momentos naturais, visando o desenvolvimento do colaborador e buscar um alinhamento dos desejos individuais com as oportunidades de carreira.

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3 Communicate Clearly

When giving feedback, clarity is key. Avoid ambiguity by being direct and precise in your language. Instead of saying "good job," explain what was good about it. For example, "Your thorough research provided valuable insights that shaped our project's direction." This specificity not only helps team members understand what they did well but also reinforces the behaviors you want to see repeated. Similarly, when addressing areas for improvement, be clear about what wasn't up to par and why. This approach eliminates guesswork and helps your team members know exactly what to work on.

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Ricardo Stary Rodrigues

Product Lead @ Localiza&CO | Executive MBA @ FGV EAESP | Gerente de Produto | Pricing |
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A clareza é de extrema importancia em feedbacks e desenvolvimento individual e de equipes. Deve-se buscar sempre fornecer um ambiente de trabalho psicologicamente seguro para os times, de forma que a comunica??o possa ocorrer de forma natural. Ao líder, importante buscar situa??es, comportamentos e impactos em conjunto com entender qual o objetivo daquele feedback. Busque refor?ar pontos positivos e buscar planos de a??o para o desenvolvimento individual. O aprendizado e a jornada de crescimento e desenvolvimento é um trabalho conjunto líder-liderado

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Arushi Chauhan

Amazon | Flipkart | Tata CLiQ | Paytm | IIMA
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Clear communication while giving feedback as a team leader is essential for fostering trust, ensuring understanding, and promoting growth. Defining clear goals for improvement and providing necessary support to enhance the performance is of utmost importance.

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4 Offer Solutions

Specific feedback becomes actionable when it's paired with practical advice or solutions. Don't just point out what's wrong; offer suggestions on how to improve . For instance, if a team member's report lacked critical analysis, guide them towards resources or methodologies that can enhance their analytical skills. By providing concrete steps for improvement, you empower your team members to take action and grow. Remember, feedback should be a tool for development, not just a critique.

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5 Follow Up

Feedback shouldn't be a one-off event. For it to be truly actionable, follow-up is essential. Set a time to revisit the feedback you've given and assess progress. This shows your team that you're invested in their growth and that feedback is an ongoing conversation. It also provides an opportunity to adjust the action plan if necessary and acknowledge improvements that have been made. Consistent follow-up reinforces the importance of feedback and keeps your team engaged in the process of self-improvement.

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Ricardo Stary Rodrigues

Product Lead @ Localiza&CO | Executive MBA @ FGV EAESP | Gerente de Produto | Pricing |
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Feedback sem acompanhamento n?o gera desenvolvimento. é importante as lideran?as buscarem acompanhamento contínuo, buscando desenvolver seus times em um ambiente seguro e de trocas claras e direcionadas. O feedback deve ser contínuo e, em cenários com muitas agendas, ter momentos de 1:1 semanais ou quinzenais permitem um espa?o de desenvolvimento.

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Júlia Vidigal Munhoz

Head de Marketing Multicanal ? Professora ? Palestrante ? Colunista ? Mentora ? MBA e Mestre em Comunica??o Corporativa
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Monitoring the team and maintaining open dialogue are crucial for success. Regular check-ins help identify needs, resolve issues quickly, and ensure alignment with organizational goals. Open communication fosters transparency, trust, and engagement, encouraging team members to share ideas, feedback, and concerns. This strengthens relationships and enhances overall team performance. In summary, these practices are essential for building a strong, motivated, and productive team.

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Paschoal Sim?es junior

Marketing | Trade Marketing | Consumer Trends | Customer Experience| Branding | Business-oriented marketing | Leadership |
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Regularly check in to discuss progress and provide ongoing support. A quick follow-up after a few weeks can help reinforce the feedback and show your commitment to their development. Encourage them to share any challenges they’re facing and offer additional guidance as needed. This continuous support helps ensure that feedback leads to actual improvement.

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6 Encourage Dialogue

Finally, make feedback a two-way street by encouraging dialogue . When team members feel they can voice their thoughts and concerns, they're more likely to engage with the feedback and take ownership of their development. Ask open-ended questions to understand their perspective and involve them in creating a plan for improvement . This collaborative approach not only makes feedback more actionable but also fosters a sense of trust and respect within the team.

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Daniel Holanda

Business Excellence | Industrial Engineering | Lean Manufacturing | Operations | Operational Excellence
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na minha vis?o, o feedback de via dupla promove um ambiente de comunica??o aberta e colaborativa, onde tanto líderes quanto membros da equipe podem compartilhar perspectivas e experiências. Isso melhora a compreens?o mútua, fortalece os relacionamentos, ajudando a identificar pontos de melhoria, promovendo um crescimento pessoal e profissional contínuo tanto para gestor quanto para o colaborador.

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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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Nitin Jadhav

Officer, CFO @CS (UBS) | Investment Banking | HSBC | Google Data Analyst Certified | SEBI (NISM) Certified Research Analyst | NSE Certified Equity Research, Valuations & Portfolio Management | CA Final | Graduate (A)
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1. Be Clear and Precise Use specific examples to illustrate your points. 2. Focus on Behavior, Not Personality Address actions and behaviors, not personal attributes. 3. Offer Constructive Solutions Provide clear, actionable steps for improvement. 4. Set Measurable Goals Define clear, achievable targets to track progress. 5. Timely Delivery Give feedback soon after the observed behavior or event. Explanation: Being clear and precise helps team members understand exactly what needs improvement. Focusing on behavior avoids personal attacks. Offering constructive solutions provides a path forward, while setting measurable goals ensures progress can be tracked. Delivering feedback timely keeps it relevant and impactful.

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Paschoal Sim?es junior

Marketing | Trade Marketing | Consumer Trends | Customer Experience| Branding | Business-oriented marketing | Leadership |
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Focus on Behavior, Not Personality: Address specific behaviors rather than personal traits. This keeps the feedback objective and less likely to be taken personally. For instance, instead of saying, “You’re too aggressive,” you might say, “During the presentation, your tone came across as aggressive, which made it difficult for others to share their ideas.” Provide Actionable Steps: Offer practical advice on how to improve. If a team member needs to enhance their presentation skills, suggest they practice with a peer, attend a workshop, or use specific techniques like pausing to gather thoughts. Clear, actionable steps make it easier for team members to understand how to make the necessary changes.

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Here's how you can make feedback specific and actionable for your team.

1

2

3

4

5

6

7

1 Define Goals

2 Observe Details

3 Communicate Clearly

4 Offer Solutions

5 Follow Up

6 Encourage Dialogue

7 Here’s what else to consider

Team Leadership

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Here's how you can make feedback specific and actionable for your team.

1

2

3

4

5

6

7

1 Define Goals

2 Observe Details

3 Communicate Clearly

4 Offer Solutions

5 Follow Up

6 Encourage Dialogue

7 Here’s what else to consider

Team Leadership

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