Comment pouvez-vous donner et recevoir du feedback avec l’intelligence émotionnelle ?

Emotional Intelligence is a key point to handle feedback. As EI helps to grow empathy , social bond, relationship and also gives a heavy input about yourself ( Self awareness & Self Regulation) , how giving and getting feedback can be routed through EI -- 1. While giving feedback understanding EMPATHY is must 2.While receiving feedback self awareness is required so that you can take it on a positive spirit. 3. A positive tone with an area of corrective action which can make the feedback fruitful . 4. Constructive Attitude is a part of EI which makes one to trust and be supportive to accept to work towards the changes A focused attempt towards the CHANGE through feedbacks and EI do bring a remarkable impact to the employees

A great example of Emotional Intelligence is our approach at Six Senses Southern Dunes "Emotional Hospitality " which is simply empathising with others by putting ourselves in their shoes and anticipate their needs to better serve them. We implement this approach to deliver memorable experiences for both guests and hosts in the field of hospitality.

When giving and receiving feedback with emotional intelligence, keep the following in mind: 1. Be self-aware of your own emotions and biases. 2. Show empathy and consider the other person's perspective. 3. Choose an appropriate time and place for the feedback conversation. 4. Use constructive language focused on behaviors, not personal characteristics. 5. Practice active listening and avoid becoming defensive. 6. Regulate your emotions and stay calm during the discussion. 7. Appreciate the person's strengths and accomplishments. 8. Encourage ongoing dialogue and continuous improvement. Remember, feedback delivered with emotional intelligence promotes positive growth and fosters strong relationships.

A inteligência emocional faz parte da espinha dorsal da liderança moderna, mas a sua implementação muitas vezes é superficial. Muitos líderes veem a empatia como uma ferramenta tática em vez de uma filosofia fundamental. A verdadeira inteligência emocional vai além de expressar compreensão superficial; trata-se de mergulhar profundamente nas emoções, reconhecendo as vulnerabilidades e transformando desafios emocionais em oportunidades de crescimento desenvolvendo a inteligência relacional. senão vejamos, de que vale a tua suposta elevada inteligência emocional se não te relacionas ou evitas interações, por exemplo em ambientes de networking...

In today’s dynamic business environment, emotional intelligence (EI) stands as a critical differentiator for effective leadership. EI encompasses the ability to understand and manage one’s emotions, as well as navigate and influence the emotions of others. Key components include self-awareness, self-regulation, motivation, empathy, and social skills. Leaders with high EI foster authentic relationships, maintain composure under pressure, and inspire their teams through genuine engagement. Ultimately, emotional intelligence is not just an asset but a necessity for driving organizational success and creating a positive workplace culture.

The very fact it's called 'emotional' intelligence shows how important it is to consider other people's feelings when it comes to feedback. Consider what effect you actually want to have on the other person, and what feelings your words might evoke in them. If you consider that the person may feel guilty or angry about the feedback, bear that in mind before planning for the interaction.

Feedback can trigger strong emotions that can interfere with your ability to process and use the information effectively. That's why emotional intelligence is essential for feedback. EI can help you to: 1. Prepare yourself emotionally for giving and receiving feedback 2. Choose the right time, place, and tone for delivering feedback 3. Express your feedback clearly, constructively, and respectfully 4. Listen actively and empathetically to feedback 5. Ask for clarification and examples to understand feedback better 6. Acknowledge and appreciate feedback, even if you disagree or feel hurt 7. Manage your emotional reactions and cope with stress 8. Learn from feedback and take action to improve 9. Follow up and monitor your progress

A liderança tradicional, muitas vezes centrada em métricas frias, está obsoleta. Um líder emocionalmente inteligente desafia normas, incorporando a empatia não como um acessório, mas como um ferramentas nuclear para as suas decisões. Aqueles que subestimam a importância do feedback da inteligência emocional estão fadados a liderar de maneira desconectada, ignorando o potencial humano e minando a construção de relações autênticas. A verdadeira liderança disruptiva exige uma revolução emocional, onde a compreensão e a gestão emocional são mais do que ferramentas – são a essência da liderança eficaz.

Without trust, no one will be willing to be vulnerable. If they are unable to be vulnerable, then you will not be able to compel them to do what you are asking nor will they tell you explicitly why what you're asking is unreasonable or unattainable.

Actually I agree as our leadership team are striving to build strong professional teams with different expertise and personalities, with Emotional Hospitality they can focuse on the common goals they want to achieve with their team and built trust and rapport with hosts to derive greater results.

Deliver feedback in a setting that is conducive to a constructive conversation. Ensure privacy and choose a time when both parties can focus on the discussion without distractions. Use language that is clear, concise, and non-judgmental. Frame feedback as an opportunity for growth rather than criticism. Recognize and acknowledge the emotions of the individual receiving feedback. Express understanding and empathy, creating a supportive environment that encourages open dialogue. Acknowledge the individual's strengths and achievements before addressing areas for improvement. Create space for the recipient to share their perspective. Encourage questions and clarifications, fostering a two-way conversation that promotes mutual understanding.

Perspective & self-regulation are key when providing feedback. Consider the conversation from multiple viewpoints - yours, a 3rd party, & the recipient's. It enables us to consider new possibilities, make adjustments to how we communicate & behave, and build strong relationships. When providing feedback, present the facts objectively. Be direct, without letting emotions cloud the discussion, or assuming you understand their thought process & intent. Share your interpretation and how it made you feel, speak from a 1st person perspective, use “I felt...”. Then explain the wider, long-term impact. Be curious, give them space to share their perspective. Discuss what you both need in the future, and take time to reflect on what you've learnt.

Crucial when giving feedback: Active listening. Always start with an open question and invite the other person to share their perspective. Quite often, you do not have to give your own opinion or "tips". A question I use often: "If this situation would occur again - what would you do differently with your knowledge from today?

Feedback at the right time, in the right environment is important. Some folks want praise and correction on in the moment, but not all feedback is appropriate in a team setting.

You can't give good feedback without being a good listener and observer. It can be difficult to not "pre-load" your feedback; essentially have your canned best practices at the ready to share the moment you see an opening. Instead, listen and observer. Be curious to understand WHY the receiver of your feedback took the action they did. This will help your feedback become much more personalized and genuine and help you avoid firing the feature gun at people.

One tip that has worked for me is to proactively prompt for feedback. In practicing EQ, I specifically send drafts of my writings to co-workers, sharing with them my concerns where it could be weak. This approach shows my willingness to acknowledge potential weaknesses, which helps in building trust. It also invites honest and open feedback, demonstrating my self-awareness and willingness to improve. This helps creates an environment conducive to genuine opinions, fostering a two-way feedback process vital for both organizational and personal growth. "I've learned to value constructive feedback, strengthening trust and promoting open, honest communication over personal reactions or the need for approval.

Receiving feedback with emotional intelligence is an art of self-discovery and growth. Listen with an open heart, embrace the lessons, and transform constructive criticism into a catalyst for personal evolution. In the dance between feedback and emotional intelligence, every step forward is a move towards becoming a more resilient, self-aware, and empowered version of yourself.

If you can dish out feedback, learn to take it too: 1. Be genuine in your intentions to seek feedback, don’t fake it. 2. Be open minded to accept not just positive feedback but negative feedback as well. The former will motivate you 'to continue' and latter 'to change' - both essential for growth. 3. Focus on the message not on the person. 4. Don’t allow your emotions to override the logic in the feedback. 5. Accept ‘criticism’. Not everyone knows how to give negative feedback in a constructive manner. 6. Listen with intent to understand not refute (in case of negative feedback), nor glorify (in case of positive feedback). 7. Make an action plan to implement feedback received. Feedback works only when you put it to work.

Approach feedback with a mindset of curiosity and openness. Avoid defensiveness and be receptive to different viewpoints. Consider feedback as valuable information for personal and professional growth. Practice emotional self-regulation. If feedback triggers an emotional response, take a moment to reflect before responding. Asking questions to better understand specific examples or expectations demonstrates a commitment to learning and improvement. Regardless of the nature of the feedback, recognizing the effort and intention behind it fosters a positive feedback culture. Develop an action plan for improvement. Setting goals and outlining steps for development demonstrates a commitment to continuous learning.

Many believe that receiving feedback is a battleground – a place to defend and counterattack. I disagree. I see receiving feedback as a dance – a fluid movement of giving and receiving. Emotional intelligence here is not armor, but rather an ability to adapt. It's about opening up to someone else's perspective, understanding where their words come from and, perhaps most importantly, not taking feedback personally. Being open to feedback is a strength, not a weakness.

In the realm of progress, difficult feedback serves as a compass, guiding us towards improvement. When faced with challenging responses, embrace them as opportunities for growth. Listen actively, extract valuable insights, and respond with grace. Transform criticism into a catalyst for positive change, understanding that in the crucible of challenge, resilience and improvement forge an unbreakable bond. How we handle difficult feedback defines not only our character but also paves the way for continuous evolution and success.

Feedback - all feedback - is a gift of information that can facilitate your personal and professional development. Assume positive intent and accept it graciously, even if, at first, it doesn't ring true. Condider the feedback giver's perspective and what they observed to prompt the feedback. If you're open-minded, you may just recognize a kernel of truth. If you still don't see it, don't dewll on it, but put it in your mental "that's interesting" file. If it comes up again from another perspective, there may be something there after all. Being open to all types of feedback, processing, analyzing, and acting upon it leverages both EQ and IQ.

When leading courageous conversations, use a range of directive and/or facilitative intervention(s): 1. 𝐏𝐫𝐞𝐬𝐜𝐫𝐢𝐛𝐞: Providing direction or advice 2. 𝐈𝐧𝐟𝐨𝐫𝐦: Sharing additional information 3. 𝐂𝐨𝐧𝐟𝐫𝐨𝐧𝐭: Challenging with a new perspective 4. 𝐑𝐞𝐥𝐞𝐚𝐬𝐞: Invitation to open up cathartically 5. 𝐄𝐱𝐩𝐥𝐨𝐫𝐞: Inquiring deeper into the issue 6. 𝐒𝐮𝐩𝐩𝐨𝐫𝐭: Offering warmth and compassion Each feedback situation could require multiple intervention styles to achieve the desired outcome. While you may judge the feedback effectiveness by your intention, coachees only perceive your actions. So make sure to have some level of agreement and understanding between you and the coachee.

Stay calm: Take a deep breath and try to remain calm, even if the feedback is difficult to hear. Listen actively: Pay attention to what the other person is saying, and try to understand their perspective. Avoid interrupting or getting defensive. Ask for clarification: If you are not sure what the other person means, ask for more information or examples to help you understand. Express your perspective: Share your thoughts and feelings in a respectful and constructive manner. This can help to clear up any misunderstandings and find a resolution. Take a break: If the situation becomes too heated, it may be helpful to take a break and come back to the conversation later when emotions have cooled down.

Feedback indeed can be a tough thing to receive or give. What I say to leaders when the experience hesitation and fear in sharing frank feedback is that this is not about you! If you focus on your discomfort, you have that much less energy, patience and compassion for the person who is needing to receive this feedback from you. This shifting of focus and hence your energy, can be a really swift and effective way to get in your feedback groove and stay candid, compassionate and fair to those whom you lead.

Two things I’ve found most useful for emotional intelligence: 1) Be authentic. Authenticity plays a greater role if you’re in the job for the long-haul and may have to work with the same colleagues for years or decades. So it’s best to remain authentic and true to your values, priorities, and abilities. 2) Don’t rush making work “friends” or alliances. This may sound counter-intuitive - because it’s great to have work friends, team work, shared goals, holiday parties, etc. - until someone from the “friends” group gets chosen for a promotion, or wins some award, changes roles or departments, gets recognition, etc. There are no permanent friends (or enemies) at work. So focus on the work success. Success attracts all kinds of friends.

In my experience, the feedback giver should ascertain that they try to build a bond of trust with the team. On the other hand, the team members should be honest and truthful - this association then begins to operate with Emotional Intelligence. Secondly, extremely important to receive feedback with an honest intent to improve and yes! being positive about the whole process and not assume it to be reprimanding.

Na minha experiência, aqui estão alguns erros clássicos sobre feedback e inteligência emocional: 1⃣ Feedback só é crítica. Não. É adquirir uma nova perspectiva sob a ótica de outra pessoa. 2⃣ Emoções são fraqueza. Não. Elas indicam inteligência emocional e maturidade quando colocadas no contexto certo. 3⃣ Só chefes dão feedback. Não. Todos devem participar e criar um ambiente onde todos se sintam a vontade para contribuir. 4⃣ Feedback é pessoal. Não. Um bom feedback foca no comportamento e na performance , não na pessoa. 5⃣ Feedback é formal. Não. Feddback deveria ser constante e aberto. Informalidade cria abertura e transparência.

Giving and receiving feedback with emotional intelligence starts with empathy. When giving feedback, approach the conversation with an understanding of how the other person might feel. Frame your comments constructively—focus on behaviors, not personal traits, and offer suggestions for improvement. It’s about helping them grow, not tearing them down. When receiving feedback, listen actively without getting defensive. Reflect on what’s being said and see it as an opportunity to learn. Ask questions if you need clarity. Feedback, when handled with care and understanding, becomes a powerful tool for mutual growth and stronger relationships.

A couple of areas not included in the article are: 𝐁𝐨𝐝𝐲 𝐋𝐚𝐧𝐠𝐮𝐚𝐠𝐞: Pay attention to non-verbal cues such as facial expressions, gestures, and posture. Positive body language can reinforce your openness and attentiveness. 𝐅𝐨𝐥𝐥𝐨𝐰-𝐔𝐩: After the feedback session, check in with the person to discuss progress and offer further support. This demonstrates a commitment to growth and improvement.