5 tips on how to give FEEDBACK !!

5 tips on how to give feedback !

?“Feedback often tells you more about the person who is giving it than about you.” Stephen R. Covey

Giving feedback is a necessary part of any coach's job. It may not be fun, but it can be very useful in helping people improve their performance and achieve their goals—if done well.

The way you give feedback depends on the situation: if your mentee is new at this time or has been in your organization for years, what kind of person they are (Are they generally lazy? Will they take your comment seriously?), and so on. Here are some tips for giving good feedback:

1. Look for ways to reinforce and reward good performance before you give feedback.

• Reinforce and reward good performance before you give feedback.
• Make sure the person knows you appreciate their work.
• Be specific about what they did well, and be sure to give praise in a timely manner.

2. Start with an overture.

• Start with an overture.
• Introduce yourself, let them know you are there to help, and ask how they are doing.
• Ask them what they would like to talk about or if there is anything else you can help with.

3. Where it's possible, frame the feedback as a specific observation of behavior, not a subjective opinion or judgment.

• Use specific examples of the behavior you are talking about.
• Avoid making it personal by using "I" statements, such as "I think that your team needs more resources," or "You seem distracted today." This will help keep the focus on your feedback without making it feel like a personal attack on someone else's work habits or personality traits (which can be off-putting).
• If possible, use "we" statements instead of generalizations when giving feedback—for example: “We should be able to do this in four hours rather than seven." A simple change like this can make all the difference in how others perceive your comments!

4. Say something the person did well before and after the critical feedback.

>This is a great idea for two reasons:

• It shows the person that you are not just criticizing them, but also acknowledging the good work they have done.
• The person should feel like they are being treated fairly and given a chance to improve.

5. Be careful with humor, because mentees will not interpret it in the same way. Humor can be perceived as making light of a serious matter.

One of the most common ways to give feedback is through humor. It's easy to think that a joke will be received well, but it can actually have the opposite effect on your team members. Humor can break the tension and create an open space for you as a leader to share important information about your team or business. However, many people find humor difficult because they don't know what makes their own sense of humor funny—and even if they do, it's hard for them to tell how others will interpret it differently than they do!

To help avoid this confusion

Ensure everyone has an understanding of each other's sense of humor (and therefore their reactions), try these tips:

• Don't use inappropriate jokes such as racial stereotypes or sexual innuendos unless everyone knows already how offensive they are
• Be clear about what kind(s) you're trying out before starting out with any new materials

Conclusion

We hope that these tips have helped you on your journey to become a great leader. If you have any questions or would like some more in-depth coaching, reach out to us today!