How to Structure Your Own Feedback
Feedback can be delivered on your own terms. Sadly one of the toughest things that employees go through especially early on in their career is the reception of feedback because quite frankly they have not been educated on the value of feedback in our traditional school system such as high school or college. One of the best sets of feedback I ever got was from a manager at IBM who told me she was willing to spend time to tell me things that most people would never tell tell me or take the time to do so. It immediately changed my relationship with feedback. That's not to say I cannot get defensive like most people because I do yet it always serves as a valuable reminder the value of feedback.
What employees don't understand is they have the opportunity to receive feedback on their own terms by structuring it and asking for it. Here are some suggestions leaders can utilize to encourage their employees to become better recipient of feedback:
1.??????Ask for strength based feedback - employees should be asking their leaders where their performing well and ask it for nothing more or nothing less. It's invaluable that employees understand where they are exhibiting strengths.
2.??????Ask employees to journal the things that they've done successfully on a daily basis. In essence, employees should be giving themselves feedback certainly from a strength-based perspective initially.
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3.??????Employees should be taught how to reframe constructive feedback to be delivered on their terms. This should be done by not using the word feedback or the word constructive rather using phrases such as opportunity or where can I raise my game. When employees structured how they're going to get feedback they tend to receive it more professionally and openly. A common phrase could be the following: “Boss, where do you feel like I have an opportunity to raise my game as it relates to my present job and what suggestions might you make for me to do so?” There is tremendous value in asking for feedback before someone feels the need to provide it!
Feedback is a very tough subject for people. It is our contention here at Progress Coaching people dismiss or accept feedback based on their agreement germane to the feedback. What most people don't understand is feedback is not a literal thing yet it is also morphed in perception. When somebody provides an employee feedback such as you are coming off negative and the employees first responses no I'm not. They are taking it literally when in fact the leader is providing an opportunity to alter perception which obviously leads to greater collaboration and teamwork for the employee.
Get Info on Our Feedback Progression Training Program Where We Teach How to Seek & Receive Feedback Professionally as Well As How to Deliver Feedback Professionally So Its Accepted. Click here; https://form.jotform.com/220773349332052
Here is our corresponding podcast episode to this article: https://www.buzzsprout.com/705024/10325736
??Rank#1 C - Suite Executive Coach/Strategist passionate about becoming with a Midas Touch skills & Building high performing world class 21st century visionary leaders, Connecting C- Suite Executives around the globe ??
2 年Thanks for sharing Tim!
Organizational and Business development consultant who ROCKS THE HOUSE!!
2 年We all need to realize we can improve every day. We are not perfect, and we need to be open to criticism. We are focusing on how we deliver needs for improvement and success at work. Feedback if honest and constructive will be good for the individual's future. Honesty, trust, and the value of performing and producing has been conscientious within the individual. We need to reinforce this resiliency in our future work force.
Assistant General manager
2 年That was very informative and enjoyable to read! thanks for sharing!
Founder, Intelligent Conversations|B2B Sales Training Consultant|Converting Sales Teams into Revenue Generating Machines
2 年When working with sales leaders we encourage a "catch them being good" mindset. Focus on what they're doing well. If you ask a team member to do 10 things and they do 9 of them flawlessly, where does the manager focus their attention? The 1 thing they missed of course. Flip that, start with the 9 things they were awesome at and ask questions about it - how did you do that, what made you successful, how would you teach that, if you could do anything differently what would you change, what did you learn? Then after exploring the 9 things they did well - and asking multiple questions about their effort and progress and what they learned - explore the one thing they didn't get accomplished. Follow up with similar questions - what happened, was our goal too ambitious, what constraints did you run into, did you know where to start, what are you going to try next, what if that doesn't work, who on the team is really good at that? When you catch them being good (and really explore why they were good) it sets up a strong platform for a constructive conversation about their opportunities for growth and improvement. Thanks for sharing Tim!
Job Search Specialist Helping Professionals Go From Job Search Stress to Ready For Success in 90 Days | YCM Podcast Host | e-book author of The 7 Steps To Career Change Success
2 年Handy pointers Tim Hagen There's plenty more to explore in giving and receiving feedback, not least if both parties are used to this, like the experience and have supportive previous experiences of this. Sometimes, even the best intentioned feedback can go awry.