What do you do if you need help improving your feedback-giving and -receiving skills?

Before implementing improvement strategies, grasp the fundamentals of effective feedback. Feedback should be specific, actionable, and behavior-focused rather than personal. For instance, instead of saying "You're not good at presentations," offer constructive advice like "In your next presentation, try engaging the audience by asking questions." This approach provides clear guidance for improvement without personal criticism. Understanding these basics enhances the effectiveness of your feedback.

Understanding the essence of effective feedback is crucial in any professional setting. It's not just about what is said, but how it's conveyed. The shift from a personal critique to a behavior-focused suggestion not only fosters a positive environment but also encourages growth and development. This approach aligns with the principle that feedback should serve as a constructive tool, guiding individuals towards their potential rather than diminishing their confidence.

Here are some top tips for giving feedback effectively: ➡ Give it in the moment and in person, where possible, so you can read how the feedback is being received. ➡ Feedback is best given within a trusting relationship. ➡ Feedback should be clear and specific rather than generic or vague and should stick to facts and observable behaviours rather than opinions. ➡ It can be light touch or more formal. If you are giving formal negative feedback, allow yourself time to prepare well in advance. ➡Allow the individual time to process what you have said. The initial reaction may be defensive before they have a chance to reflect on any growth opportunity. ➡ Don't forget positive feedback which can make people feel appreciated and seen.

Begin by reflecting on your present feedback practices. Consider what has worked in the past and where you might improve. Journaling about your experiences can be an effective strategy.

To further refine your approach to giving feedback, consider the timing and setting. Feedback is most effective when given soon after the observed behavior and in a private setting where the recipient feels comfortable and open to discussion. This prevents the feedback from being seen as a public critique, which can be embarrassing and counterproductive. Additionally, ending the feedback session with a positive note or a discussion about potential solutions and future steps can leave the recipient feeling empowered rather than discouraged.

Seeking training through workshops or sessions on communication and feedback can enhance your skills in giving and receiving feedback effectively. These programs often include role-playing exercises to practice various feedback scenarios in a safe environment. Investing in formal training provides valuable insights and techniques applicable to your professional life.

If you're looking to master the skill of giving feedback, go on Coursera and look for the "Giving Feedback" course. It's a 7-hour online and free training and you'll also get a LinkedIn certificate at the end.

Perhaps it is good to take into account the 70 20 10 training model that suggest that 70% of the knowledge we acquire it through experimientation, 20% from social interactions (coaching, mentoring, webinars...etc) and 10% through formal training (books, lectures, courses) Practice makes perfect, actively seek opportunities to give and ask feedback in your interactions with your colleagues. A game changer book to communicate with impact that helped me to improve my feedback is: Nonviolent Communication by Marshall Rosenberg.

Focus on the positive, then address the concerns. You can start by acknowledging their strengths and accomplishments. This creates a positive atmosphere and makes them more receptive to feedback on areas for improvement. As a Tech Career Coach & Trainer, when I give constructive criticism effectively, I use words like, "I was impressed by your technical knowledge during the mock interview. However, let's explore strategies to tailor your responses to better showcase your project management experience."

Attend training programs or courses aimed at improving feedback abilities. Many professional coaching organizations provide training in effective communication, active listening, and constructive feedback strategies.

To improve your ability to receive feedback, actively request it from colleagues, supervisors, or friends. Make it known that you value constructive criticism and are open to honest assessments of your work or behavior. Seeking feedback demonstrates a commitment to personal growth and professional development, helping you become more adept at receiving and incorporating constructive input.

Asking for feedback requires courages, because you invite someone to critique your work. A great approach that will help you get the type of feedback you're looking for, is to be really specific. For example, ask for feedback on: - the clarity of your message in your presentation - how well you have covered the key findings in your report - how easy people find it to read your analysis and understand the charts you have provided By asking people to focus on very specific things, you make the 'feedback giving' less onerous and you'll find it easier to implement people's recommendations.

"Hey, I'm looking to improve my XX skills. Would you have any feedback to share with me on how I'm doing?" that's an example of how you can request feedback from anyone working around you. Think about the most appropriate person to do it and the person you feel that can bring you the most value.

When I ask for feedback I like to start with why. Sharing with your colleagues or manager the reason why you're asking help them to understand the context. Telll them why this is important for oyu. Secondly, make your request the more specific the better. Vague questions lead to non helpful feedback e.g. Do you have any feedback for me? (too open), instead you can try "I'm struggling with [add relevant situation],what's one thing I could improve to get better at it? Finally, keep in mind that people might get a bit nervous when they hear the word feedback, you can experiment by asking guidace, direction, advice, this might do the trick on some people and get the input you want from them.

Request feedback from your clients, colleagues, or a mentor coach on how you provide and receive feedback. Please be specific in your suggestion and open to constructive feedback.

It's essential to take the time to reflect on the feedback received before responding, even if initial reactions may be defensive. Viewing feedback as a chance for growth rather than criticism is key, as it allows for constructive insights to be applied effectively. When faced with unclear feedback, seeking examples or clarification demonstrates a commitment to understanding and improvement. This reflective approach not only acknowledges the value of feedback but also fosters a culture of continuous learning and development.

Try to look at the feedback as a gift, it usually takes a lot of effort, courage and energy for the other person to share that information. It is good to take a distance and analyse the feedback from a calm and serene perspective. It is important to be able to see the cause-effect relationship of our behaviour and areas for improvement. Ask for feedforward too, ask the other person to help you define how to do things differently in the future.

When receiving feedback remember to respond thoughtfully vs. react defensively. If you tend to react, plan a ready response for feedback you disagree with or that you are defensive about. A ready response is something like, "Thank you for the feedback. I need some time to process this and may come back to you with questions. Would that work for you?" Then go back and process what they said. Have you heard this before? If so, there is a pattern that you'll want to address. Be sure to circle back and let them know what you are doing with the feedback and how it has helped you. It could be, "Thanks for the feedback, I'm doing xyz to address this going forward. Feel free to give me feedback in the future."

Coach Trish, that's a great approach. Having language that keeps you from sliding into an unprofessional space is so valuable. This guidance can save careers!

Not all feedback needs actioning - there I said it! Be discerning and if it's been given effectively and is genuinely helpful, take relevant action. If not, thank the feedback giver for taking the time & move on. And, you'll only know by reflecting.

I had always wished I had feedback on a more regular basis. It would have enabled me to continue to focus on what I was doing well and where I could make improvements. In my first years of my career, we did not have any structure for this and I often felt a little lost to be honest. I wanted to grow and be better but without any direction it was hard to know which way to go. A bit like being an athlete without a coach who can help you hone in on how to become better. Feedback is gold. Don't be afraid to give it, just make sure to give it in a positive, heartfelt way.

Surprisingly not every company conducts formal reviews, so seize opportunities to offer constructive insights as they arise. Timeliness, relevance, and respectful delivery are essential components of effective feedback, ensuring that it is well-received and actionable. By making feedback a regular practice, you contribute to a supportive environment where growth and development thrive.

Asking for feedback should also be a part of your routine. If you have a development mindset and want to grow try this: Choose a skill you would like to grow in. Find a few people and approach them with this question, "I would like to grow in ... , what are one or two things I can do to improve this area?" Just listen and say thank you, this is not the time to get defensive or defend yourself, Just say thank you.

Understanding and connecting with the emotions, perspectives, and experiences of others builds trust and fosters collaboration. Leaders who demonstrate empathy create inclusive and supportive environments where team members feel valued and motivated.

Before delivering feedback, as a Tech Career Coach, I consider the client's perspective and learning goals. This allows me to tailor my feedback to be most helpful and impactful. My client might be nervous about public speaking, so I need to acknowledge their anxiety and I need to offer specific techniques for managing presentation nerves, like deep breathing exercises or visualization practices. I avoid criticizing personality traits and focus on specific behaviors or actions that can be improved. As an example, instead of saying, "You're not a good presenter," I say, "The presentation could benefit from including more visuals to break up the text and engage the audience."

Practice giving and receiving feedback in a safe environment, such as during coaching supervision sessions or with a trusted peer. Role-playing can help you experiment with different approaches and build confidence.

Lead with heart. Start by genuinely highlighting something that was done well first. When we are recognized and acknowledged for what we do well, we are more apt to be open to feedback. Then after non-emotional, clear feedback, closing with another postive attribute, comment or compliment will ensure the recipient to feel seen and appreciated and more likely to heed any feedback given.

Improving feedback-giving and -receiving skills is crucial for fostering effective communication and collaboration in any setting. When seeking assistance in enhancing these skills, start by self-assessment to identify areas of improvement. Engaging in open dialogue with trusted colleagues or mentors can provide valuable insights and constructive feedback. Additionally, consider participating in workshops, training programs, or seeking out online resources tailored to improving communication skills. Embrace opportunities for practice, both in giving and receiving feedback, and reflect on the outcomes to refine your approach further.

Feedback should always be a conversation so it can be discussed and where appropriate, slip seamlessly into coaching. It's time to stop avoiding giving feedback so that people know how they're doing. This is one of their basic workplace rights

Sometimes, people will reach out for feedback, and you don't know what to say because you haven't worked with them enough or you're just not an expert in the area. First, explain how you appreciate them taking the time and thinking about you for this request. Clarify if you understood the request, and if you still cannot provide it, try to redirect it to someone else.

Don't give feedback on the spot if you are in a hurry or frustrated, it may come across as unintended scolding. Keep yourself in check with the 3 second rule. Ask yourself is what I am bout to say true, kind, and necessary? This will keep you out of the emotional state that can sometimes lead to making a big mess, and destroying relationships.

Familiarize yourself with feedback models like the SBI (Situation-Behavior-Impact) model or the GROW (Goal-Reality-Options-Way Forward) model. These frameworks can structure your feedback, making it more objective and actionable.