Join Tatiana Kolovou for an in-depth discussion in this video Giving feedback, part of Communication Tips Weekly.
- Does the idea of giving other people feedback fil you with dread? Do you tremble at the idea of telling a colleague that her work isn't up to par? Or do you lose sleep the night before you conduct annual employee evaluations? If so, I can relate. I used to dread giving others constructive criticism, even though I knew it would be good for them and our organization. When I started teaching, a majority of my career would be giving students feedback.
I had to get over this trepidation. So I started reading about feedback and found this marvelous metaphor in a training and development journal that has forever changed my perspective. I hope it helps you as well. Let's stop thinking of feedback as a punishment and start envisioning it instead as a gift. When I go shopping for my daughter's birthday gift next week, I plan to enjoy myself. I anticipate her opening and enjoying the gift.
I'll select a gift that is a unique match to her personality. Think of feedback in the same way. I try to find words that are a unique match to the receiver's temperament. I envision the growth my student, employee, or colleague will experience using that feedback. I keep my approach direct. I don't beat around the bush when I give someone a present. And lighthearted, it's not a big deal to give a gift or to give feedback.
Taking this new mental approach can help us over that psychological hump of feeling like a meanie when we give developmental feedback. So mentally, we are prepared. But we still need to have words to actually say. A three-step format outlined by the Center for Creative Leadership can shape your thoughts into actual words. Just remember SBI: situation, behavior, impact.
If Tatiana and I are co-teaching a class, and she goes way over on her time limit, I might say to her, "Tatiana, is this a good time for feedback?" Assuming she says yes, I remind her of the context or situation, her action, and the impact it had. Like this: "In our class yesterday, we had planned "for you to speak 20 minutes on your topic. "Instead, you spoke for 40 minutes.
"I had to scramble to cut my section in half, "and our students didn't get to learn "about the third topic we had promised them." That's it. If Tatiana were a student of mine or if she reported to me, I might add what I would like her to do differently in the future, but because we are peers, I have no authority over her. I can just end my feedback right here. I've done my part, which is to let her know the impact her actions had. I've been amazed at how responsive colleagues are when I use this direct approach.
If feedback is a gift, we must also be open to receiving it. I not only like to give gifts, I like to get them. Create a positive culture of giving and receiving feedback. Ask for feedback on your own performance and give at least two times as much positive as developmental feedback. Remember to use the SBI format. Give your colleagues, yourself, and your company the gift of feedback.
- Understanding introversion and extroversion
- Persuading people
- Negotiating your needs
- Making small talk
- Saying no
- And more…
Skill Level Appropriate for all
Q: Why can't I earn a Certificate of Completion for this course?
A: We publish a new tutorial or tutorials for this course on a regular basis. We are unable to offer a Certificate of Completion because it is an ever-evolving course that is not designed to be completed. Check back often for new movies.