How can you use constructive feedback to improve your conflict resolution skills in a teaching manager role?

1 What is constructive feedback?

Constructive feedback is a type of communication that aims to help the recipient improve their performance, behavior, or attitude by providing specific, actionable, and respectful suggestions. Constructive feedback is not meant to criticize, blame, or judge the recipient, but to support their growth and development. Constructive feedback can be positive or negative, depending on the situation and the goal of the feedback. Positive feedback recognizes and reinforces what the recipient is doing well, while negative feedback identifies and corrects what the recipient needs to improve.

2 Why is constructive feedback important for conflict resolution?

Constructive feedback is important for conflict resolution because it can help you and your colleagues to understand each other's perspectives, needs, and expectations better. By giving and receiving constructive feedback, you can build trust, respect, and rapport with your team members, students, and stakeholders. You can also prevent or reduce misunderstandings, tensions, and conflicts by addressing issues early and effectively. Constructive feedback can also help you to learn from your mistakes, improve your skills, and adapt to changing situations.

3 How to give constructive feedback?

Giving constructive feedback is not always easy, especially when dealing with sensitive or challenging topics. To make it easier, here are some guidelines to follow. Firstly, prepare your feedback in advance. Consider the purpose, content, and tone of your feedback, making sure it is clear, specific, and relevant to the situation. Secondly, choose the right time and place. Give your feedback soon after the event but not when emotions are high or distractions are present. Find a private and comfortable setting for a constructive conversation without interruptions. Thirdly, use the sandwich method. Start and end your feedback with positive comments while sandwiching the negative feedback in between. This way you can balance the feedback and avoid demotivating or offending the recipient. Fourthly, focus on the behavior not the person. Describe what you want to praise or improve without making personal attacks or generalizations about their motives or intentions. Fifthly, provide suggestions not orders. Offer concrete and realistic suggestions on how to improve their behavior or action while respecting their autonomy and creativity. Finally, use the feedback loop. Ask them to repeat or summarize your feedback to check if they understand it and agree with it. Listen to their feedback, questions, or concerns and clarify any misunderstandings or disagreements. Thank them for their cooperation and commitment before following up on their progress and improvement.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?