Prepare Your Mind BEFORE you Give "Constructive" Feedback

After last week’s Newsletter, I felt the need to come back and share more strategies.

I read your comments in my DM, and I want to thank you for sharing your thoughts and ideas with me.

Giving feedback is a complex process that can be emotionally charged for both the person giving the feedback and the team member receiving it. If not handled "with empathy and care," negative feedback can lead to conflict, potentially divide the team or department, and even cause anxiety and high blood pressure for you.

To help create a supportive and united team, I’d like to share some strategies that will help you thrive and foster effective, constructive feedback.

More Strategies for Effective Feedback

1. Do a SELF Check-up:

Assess your intentions. Reflect on your motives for giving feedback. Ensure you intend to help the team member grow and improve, rather than venting your frustrations or showing off your authority.

Check Your Emotions at the Door. Make sure you are in the right emotional state to provide feedback. If you’re feeling angry or stressed, take some time to calm down before the discussion

2. Why do you want to meet??

?Define Clear Objectives. Understand the purpose of the feedback. Are you aiming to improve performance, address specific behaviors, or provide general guidance???

Pro TIP: I usually prepare and Plan using a mind-mapping process. It helps me visualize the process I want to use and ideas for the discussion. It's a creative way to think and visualize as I get ready for a meeting, give feedback, negotiate, or even design/conduct training.

?Choose the Right Environment: Ensure there is privacy and a comfortable environment to make the conversation feel safe.?

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3. Be Specific:?

?Use Concrete Examples. Cite specific instances and behaviors rather than generalizing. This helps avoid misunderstandings and makes the feedback actionable.?Be descriptive.

Focus on the Behavior, Not the Person. Frame your feedback around actions and their impact rather than personal attributes. When you’re providing generalization, the team member will not feel ownership.?

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4.?? Communicate with Empathy:?

Use Active Listening. Encourage your team member to share their perspective. This invites openness and creates mutual understanding and respect.??

?Acknowledge the Team Member Efforts. Recognize what the recipient is doing well. Balanced feedback that includes positive reinforcement can motivate and build trust.?

Ask questions that promote discussion and self-reflection, such as “How do you feel about this?” or “What do you think could be improved?”?

Co-Create for Understanding: ? Work together to identify steps for improvement. This makes the recipient feel involved and empowered.?

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5. Follow Up:?

Always Monitor Progress. Schedule follow-up meetings to review progress and provide ongoing support.?If there's no accountability, why would the member change?

Offer Continuous Support: Be available for further talks and assistance as needed.?

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Get ready and don't take this process for granted.?

By preparing carefully, being specific and empathetic, encouraging open dialogue, and providing ongoing support, you can ensure that the feedback process is constructive and beneficial for both parties. This approach helps to build trust and a cohesive team, capable of thriving in a supportive environment.?

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Would you like me to expand on any specific strategy or include additional points??

What are your experiences, when giving feedback?

Share your TIP with US!