Comment le feedback peut-il améliorer votre intelligence émotionnelle ?

Feedback is information about your performance or behavior. It can be positive or negative, and it can come from yourself, others, or both. Feedback can be helpful in identifying your strengths and weaknesses, and in making changes to improve your performance.

The objective and delivery must be clear. Do you aim to inspire change for the betterment of the person and/or organisatio? Ideally of course both. How you deliver - like ChatGPT you require a personality to improve the person’s receptivity of the feedbacks. Feedbacks are brutal, honest and can be or not purpose oriented. We have to be crystal clear when giving and receiving them. The purpose of feedbacks, that is.

Feedback is great for any and all development because it creates room for improvement To start: Emotional Intelligence is the ability to identify and manage your own feelings as well as others around. It can be used to help influence others and be helpful in building relationships with people. If people have a hard time understanding their feelings and others you can give feedback openly to help show you appreciate them and build a level of trust

Feedback is important for emotional intelligence because it can help you to: Recognize and understand your own emotions: Feedback can help you to identify and understand your own emotions, both positive and negative. This can be helpful in managing your emotions and preventing them from getting in the way of your goals. Understand the emotions of others: Feedback can also help you to understand the emotions of others. This can be helpful in building relationships, resolving conflicts, and communicating effectively. Improve your empathy: Feedback can help you to develop empathy, the ability to understand and share the feelings of others. This is important for building strong relationships and being a good leader.

When giving feedback, it's important to be: Specific: Focus on specific behaviors or actions, rather than making general statements about the person's character. Descriptive: Describe the behavior in a neutral way, without judgment or opinion. Focused on improvement: Frame the feedback as an opportunity for the person to learn and grow. Timely: Give feedback as soon as possible after the behavior or action has occurred. Confidential: Give feedback in a private setting, where the person will feel comfortable receiving it.

When receiving feedback, it's important to: Listen actively: Pay attention to what the person is saying, and don't interrupt. Avoid defensiveness: Don't take the feedback personally. Ask clarifying questions: If you're not sure what the person is saying, ask for clarification. Consider the feedback: Think about what the person is saying and whether it's accurate. Express appreciation: Thank the person for giving you feedback.

The important part is to practice. Giving feedback that corrects (or congratulates) behaviors without humiliating the person takes practice; lots of it. Give yourself grace if your words don’t always come out the way they sounded in your head. In the military, we always refer to “reps & sets”. That is, if you want to get stronger, faster, better, you have to put in the work by repetition and practice. Likewise, request feedback from others as well. This puts you back in the vulnerable position of hearing how you impact others; and keeps you reminded about what it feels like to be on the other side of the conversation. Get those “reps & sets” in!