Engaging in effective feedback conversations can fill some people with dread. But it shouldn’t and it needn’t.
Structuring effective feedback
Positive Psychology
Do
- Own it. Use ‘I’ and ‘for me’ statements. E.g., “I noticed…” and “For me, the impact was…”
- Make it a two-way discussion
- Prepare yourself mentally – if you are the one delivering the feedback, you might find it useful to write it out first.
Don’t’
- Save up your feedback – give it at the relevant time, not six-months later.
- Give feedback on someone else’s behalf.
- Fall into the trap of justifying or defending in the face of disagreement.
Permission
Intent – frame it
Situation – create context
Behaviour – feedback needs to focus on specific behaviours
Impact – describe the impact of the other person’s behaviour on you
Medals & Missions
Discuss
Thank