Framing Feedback
Beverlie Wilkinson
Delivering Learning & Development bite size workshops, Coaching & Motivational Speaking Helping people to think differently...
Try not saying the word...
Even saying the word Feedback can send shivers down the spines of team members.?
"I just want to give you some feedback"
?We all know that our performance and development grows with feedback, however the positioning of it needs to be comfortable and the structure needs to work for you and the recipient.
There are many feedback models and I have selected a few that are tried and tested and put people at ease.? Highlighting something positive and giving praise is always better with tangible evidence, so take the time to structure it.? The noticing technique is a good example of how to do thist:-
The key is to get really specific about what you did notice, see and hear (even play it back to them).
An even better model is the SBI (Situation/Behaviour/Impact) by recognising the positive elements of their performance and the impact it had on a client/team member or even yourself can be really uplifting.? When using SBI for constructive feedback it is always best to get them to self evaluate the impact.?
"When you? talked over the Client", what do you think the impact was..."
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We are more likely to change our own behaviour if we recognise in ourselves what we want to change.
If you find feedback is lacking in your team and your Manager, get artful in the way you ask, instead of
"Do you have any feedback for me?" try "Do you have any advice for me?"
The word advice is an invitation and much softer than feedback, and will give you a very similar result.
Another technique is to ask
"What 1 thing could I do differently next time?"
This is frame is as an invitation and you can use the 1 thing in various ways, I thing to change, I thing to improve etc... whatever wording is appropriate for the situation.
Overall feedback is good for all of us, as Brené Brown's says "Clear is Kind and Unclear is Unkind" and yet we all dance around for fear of poor delivery or upsetting colleagues.
Be brave and ask for it and also don't be afraid to give it.
Please do get in touch for one to one coaching or a workshop on Feedback - [email protected]