At times it is necessary to provide your protégé with a critique that will aid in their long term success. This video provides five steps on how to give feedback effectively.
- Have you ever given someone feedback and they burst into tears? Truthfully, I have been on both sides of the table in this scenario, so I know how uncomfortable many of us are with giving feedback, especially developmental feedback. Giving feedback can make us feel uncomfortable. However, if you can refrain giving feedback to be an act of kindness, then you will be doing your protege a huge favor. Let's walk through an example of how to give constructive feedback to your protege.
I have a protege named Mark. Mark is the son of a well-known fashion designer and he wanted to go into the family business. However, when Mark gave a presentation in class, it was an epic fail. During his presentation, he stroked and patted his tie like this. Mark often made statements that communicated his extremely wealthy background like flying to the U.K. to buy $5,000 Bespoke suits for his grad night.
The students listening rolled their eyes and tuned him out. It was pretty uncomfortable. Mark was a good person, however, and realized he needed some help. To help Mark, I applied five steps to giving developmental feedback. One, develop your own personal criteria for giving feedback. For me, when I give feedback, I try to follow the ancient wisdom of asking myself the following: is it true, is it necessary, and is it kind? Two, ask your protege if they would like feedback before you give it to them.
Make sure you're in a private place and that the timing is right for them. Three, ask your protege to reflect on what went well and what they would do differently, then tell the specifically what was good and not good. Four, brainstorm alternative approaches together. Five, always leave your protege with some encouraging words. Here's how I applied these five steps with Mark. I said to Mark, "Mark, I have some feedback "about your presentation that might help you "but also be tough for you to hear.
"Are you up for some feedback?" He said, "Yes," so I continued. I asked, "What do you think went well "and did not go well on your presentation?" We discussed his thoughts, then I gave very specific pointers. I demonstrated the tie-patting stroking thing and suggested he keep his hands down by his sides instead. I explained to him that most of the other students were struggling just to buy textbooks, so that when he mentioned buying pricey suits, it turns them off.
Finally, I suggested that, in the future, think about who your audience is and how to connect. This story had a happy ending. After this feedback, Mark was more humble and he went on to give great presentations. Recently, we reconnected over LinkedIn and he shared that every time he gives a presentation, he connects with his audience and keeps his hands off his ties.
She also offers guidance on building trust and chemistry, providing feedback, and helping your protégé make critical career and work decisions and become resilient in the face of challenges. She also helps you address common obstacles, including a protégé that fails to meet expectations or violates trust, and explains how to gracefully exit the relationship.
Lynda.com is a PMI Registered Education Provider. This course qualifies for professional development units (PDUs). To view the activity and PDU details for this course, click here.
The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.
- Building a relationship with your protégé
- Talking and listening with impact
- Giving feedback
- Developing trust
- Setting goals
- Developing your protégé's skills
- Managing mentoring relationships
- Overcoming common obstacles
- How to make time for mentoring