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

Observation is the bedrock of insightful feedback. By keenly observing team members' work habits, communication nuances, and problem-solving strategies, you gain a holistic understanding of their performance. This depth of insight allows you to offer feedback that is not only specific but also deeply relevant and actionable. Keep in mind that the purpose of feedback is to empower and elevate, not to criticize arbitrarily. Cultivate a culture of attentive observation to ensure that your feedback is rooted in reality and tailored to each individual's unique contributions and growth areas. This approach fosters a collaborative environment where feedback becomes a catalyst for continuous improvement and collective success.

Pay close attention to behaviors, actions, and outcomes that you want to address. Gather relevant information and evidence to support your feedback.

"Jeff Bezos once said, 'The smartest people are constantly revising their understanding, reconsidering a problem they thought they’d already solved.' ??" "Observation is the cornerstone of effective feedback. Before offering specific guidance, you need a clear understanding of an individual's performance. Pay close attention to their work habits, communication style, and problem-solving approaches. ???♂? This will provide a wealth of information to draw from when it's time to provide feedback. Remember, your goal is to support and elevate, not to criticize for criticism's sake. By being observant, you ensure your feedback is rooted in reality and directly applicable to the person’s work."

Only constructive feedback leads to change. If you miss out on this, you miss out on improvement. Consider congratulating for good work to start on a positive note. Question the why behind the action you want to change- Listen - question about its impact instead of stating the action itself. Ex : Can you help me understand why the documents are being submitted after the deadline? - Listen - I understand you had a lot to do. Can you tell me what you think may happen if this document is sent late to our stakeholder? Like this, it becomes easier for the leader to see where the struggle is and help employee create an actionable plan to be more independent and successful in his job. Motivate employee to bring change and end on a positive note.

To make feedback effective and actionable, be specific and focus on behavior rather than the person. Use clear examples to illustrate points. Ensure feedback is relevant to the recipient’s goals and provide constructive suggestions for improvement. Deliver feedback in a timely manner, and encourage a two-way dialogue to foster understanding. Align feedback with observable outcomes and performance metrics. Lastly, express confidence in the recipient’s ability to improve, which can motivate positive change. Remember, the goal is to empower, not discourage.

Provide concrete examples to illustrate your points and clarify expectations. Refer to specific incidents or situations where the feedback applies.

Provide Context and Impact Explain why the feedback matters. “When you start your classes on time, it sets a positive tone and maximizes instructional time, which can improve student outcomes.”

Seja específico com o feedback, n?o deixe situa??es abertas, informe o que precisa ser desenvolvido e sempre que possível traga exemplos e fortale?a os pontos fortes.

2.?Inclua uma Chamada para A??o (CTA): Sempre que possível, inclua uma chamada para a??o em seus comentários. Isso pode ser uma pergunta para incentivar a intera??o, um convite para compartilhar experiências ou opini?es, ou uma sugest?o para visitar um link específico.

Por ejemplo, según mis experiencias en el mundo de las ventas, son útiles los planes de acción detallados y específicos. Es crucial concretar dónde mejorar y cómo hacerlo, sin dejar las circunstancias al aire. Marcar el objetivo, definir cómo llegar a él y especificar una fecha de revisión son aspectos fundamentales.

Frame feedback as opportunities for improvement and development rather than criticism. Highlight areas where the individual can enhance their skills, knowledge, or performance.

Os colaboradores têm costume de pensar que o feedback é sempre algo ruim, ent?o trazer pontos positivos e refor?ar pontos de aten??o é essencial.

MUITO BOM. GOSTEI DEMAIS. AUTO EXPLICATIVO, ABORDOU DE MANEIRA MUITO SIMPLES UM CONTEUDO QUE PARECE SER COMPLEXO. ACHO AINDA QUE PODERIA SOMAR A QUESTAO DA ATITUDE.

el feedback debe ser entendido como una herramienta que permite ver un mismo punto desde otra perspectiva, para realizar las modificaciones y crecimientos en el área. Por ejemplo, en el cierre de una venta que no ha sido exitoso, preguntar a la persona por las barreras que ha encontrado en el cierre y ofrecerle diferentes opciones que no se haya planteado en ese caso concreto, para abordar al próximo cliente con esta casuística de esta manera. Siempre desde el respeto y con la idea de ayudar, y así evitar que se tome como una rega?ina. Empieza siempre diciendo algo positivo, a posterior indica el feedback a aportar, y finaliza recalcando algo positivo. Muchas veces no es solo lo que se dice, sino cómo.

Collaborate with the recipient to establish clear and achievable goals based on the feedback. Define measurable objectives and milestones to track progress over time.

Tra?ar um plano de a??o é o ponto chave de um feedback e se estiver vinculado a algum indicador melhor ainda, ent?o estabele?a uma meta para a próxima avalia??o.

not only the achievement of goals should be set by SMART technique but you can always devise your feedback into separate parts through using this technique. start with a specific concern, measure its impact, suggest actionable solution, stay relevant and also suggest a time span in your feedback to help the person follow exactly what you are referring to. I n my experience this ALWAYS helps with my team.

Hoy en día la prontitud que ser requiere en cualquier proceso en las empresas nos ha llevado a que dejemos de lado muchas veces la objetividad de metas medibles. Es de suma importancia identificar como se comporta el ámbito en el que nos desenvolvemos para así poder delimitar objetivos claros, específicos; ya que muchas veces se hace mucha presión al solicitar números (en cualquier rama) inalcanzables, dejando en la mesa solo un tema más que es la frustración.

Objetivos concretos y medibles, von fecha de inicio y de revisión (o fin), alcanzable y no imposibles (ambiciosos quizás). Cada x tiempo, revisión y plan de acción junto a la persona involucrada para generar su interés en conseguirlos.

Offer guidance, resources, or assistance to help the individual address areas identified in the feedback. Provide constructive suggestions for overcoming challenges or obstacles.

Esteja sempre disponível, colaborador que confia e sente-se suportado entrega melhores resultados. Fa?a acompanhamentos esporádicos e se possível n?o deixe para corrigir algo somente no próximo encontro, se possível sinalize antes.

Debes ser el capitán del barco, la persona que guía y el ultimo que lo abandona, Debes ser la persona que todo el mundo confíe aun sabiendo que lo que te pueden contar sea complejo, Tu solo vas a gestionarlo para su bienestar.

You can implement regular Retrospective team meetings bi-monthly or quarterly where you encourage each team member to offer constructive feedback based on STAR model: Situation/Task - Explain the situation or task. A: Action - Give details about what you or another person did to handle the situation. R: Result - Describe the consequences, and why the action was ineffective or not the best solution for the particular situation or task. A: Alternative action - Discuss what could have been done differently. It gives the chance for every team member to reflect and act differently in similar situations.

Encouraging team reflection is important because it fosters continuous improvement, enhances team cohesion, and promotes individual and collective learning. I encourage reflection by creating a safe and supportive environment where team members feel comfortable sharing their thoughts and experiences. This may involve organising regular reflection sessions, asking thought-provoking questions, and actively listening to everyone's perspectives. By facilitating reflection, we can identify areas for growth, celebrate achievements, and strengthen our team dynamics.

Las opiniones que te den desde fuera necesitamos interiorizarlas para creérnoslas Si a las personas no les damos ese plazo de reflexión y de hacer suyas las ideas o los planes, nada de lo anterior va a servir.

Tailor your feedback to the individual's preferences, learning style, and developmental needs. Be open to receiving feedback yourself and model a culture of continuous improvement. Follow up on feedback discussions to monitor progress and provide ongoing support and guidance.

One of my favorite tools for feedback is the COINS model created by Anna Carroll. It's a great outline of how to structure the conversation: Context: Describe the circumstances, event or issue that you want to discuss. Observation: Give specific, factual descriptions of what happened. (time, place, people) Impact: Explain how the issue affects others. Next steps: Come to a clear agreement on the changes that you expect going forward. You may invite them to co-create the next steps with you for more buy-in. I like to add an S for Stay. Check-in to make sure the feedback landed, ask them if they have questions. It's a way of letting them know your relationship can withstand the issue and you believe in their ability to address it.

Love it Teresa. I use something similar. OILS Observation: Describe what you observed. Facts not feelings. Impact: Explain the impact on others Listen: Give the feedback recipient an opportunity to respond and actively listen to what they say. Strategy: Discuss approaches to improve. Coach rather than prescribe. It’s best if the feedback recipient develops the strategy.

When giving feedback as a team leader, I try to paint a clear picture by using real-life examples that everyone can relate to. I focus on how certain behaviours impact our team and suggest practical steps they can take to make things better. And I always let them know I'm here to support them every step of the way — it's all about growing together as a team.

Avoid vague language. Clearly state what the issue or positive behavior is.Address the behavior or work, not personal attributes.