Voici comment vous pouvez maîtriser l’art de donner et de recevoir des commentaires constructifs.

First of all giving or sharing feedback is much beyond a ritual or a formality. Even the most successful cricketer Virat Kohli or Sachin Tendulkar ,have also undergone this process of self improvement. Its about understanding and reflecting empathy to begin with , just like different stokes for different folks. Feedback has to be to the pint and very specific even pointers shall also work. The more spontaneous heart to heart conversations brings even better understanding and results. Be prepared for the mutual feedback and finally an action plan .

When giving feedback, it is crucial to not focus only on the "bad side" of the performance, not only on the attitudes/actions that should have been different or better. One should point out and praise the sucessful tasks the person accomplished and try to understand what did not go so well, the reasons behing that person's actions. Therefore, aiming to help the person improving and not repeating the same "mistakes" again.

En mi experiencia, se lograr con mayor eficacia, llegar a las metas en una organización, cuando el equipo humano, trabaja como un solo sistema, cuando hay empatía y se busca que todos lleguen juntos al objetivo, se disfruta mas cuando sabes que a sido, una victoria en equipo y no solo de una persona, se que no todos trabajan al mismo ritmo o con el mismo enfoque, pero también se, que todos pueden aportar y es por ahí donde se debe partir para que un equipo de trabajo desarrollo sus proyectos.

Understand and value others' perspectives to transform feedback into positive dialogue. Actively listen, acknowledge their feelings, and show you care about their growth by framing feedback constructively. For example, say, "I noticed this area could be improved, and here's a way to make it better," instead of, "You did this wrong."

Es cierto, cuando no te indican claramente lo que se debe mejorar en tus proyectos, se pierde mucho tiempo y energía, buscando "adivinar" lo que han tratado de decir, por eso, ser claro y concretos en una idea de mejor en un proyecto o informe, por parte de quien lo esta revisando es importante, pero también es importante que quien desarrollo el proyecto, solicite, si no entendiera, le aclaren dicha información.

Provide clear, actionable feedback by focusing on specific actions or behaviors. Instead of saying, "Your presentation was weak," say, "The data slides were hard to follow; use simpler graphs." Ask for specifics if feedback is vague, like, "Can you give me an example of what you mean?"

Encourage two-way conversations by inviting others to share their thoughts and discuss solutions. For instance, ask, "How do you feel about this?" or "What do you think could be improved?" This fosters mutual respect and collaborative problem-solving, making feedback more effective.

Choose a calm, focused moment for feedback. Avoid giving it when emotions are high, as it can lead to defensiveness. Schedule a meeting or ask, "Do you have a moment to discuss this?" If the timing isn't right for you, request to discuss later, explaining, "I'm not in the best frame of mind right now."

Suggest resources, tools, or strategies to help improve. For example, recommend a workshop to enhance skills. Show you're invested in their success by offering to help implement these suggestions. Be open to accepting and asking for support, demonstrating a commitment to growth.

Listen attentively without interrupting or becoming defensive. View feedback as an opportunity to learn and grow. Take notes and ask for clarification, like, "Can you elaborate on improving my communication skills?" Thank the person for their input and take proactive steps to improve.

Be culturally sensitive, practice emotional intelligence, and balance criticism with positive reinforcement. Encourage a culture of regular feedback exchange. Follow up to see how changes are implemented, showing commitment to continuous improvement and fostering a constructive environment.