In this video, learn how feedback can be structured or unstructured, planned or unplanned. Gemma Leigh Roberts takes you through the five critical feedback steps you can use to deliver feedback effectively.
- Providing feedback whether it be structured or unstructured, planned or not planned, can be a daunting and tricky process, but it doesn't have to be this way. There are five simple and clear steps you can take to deliver feedback in a productive, useful, and informative way. First, prepare your feedback. Occasionally, you'll be asked to give feedback off the cuff and perhaps you feel comfortable doing this.
If you have the information ready to share, go ahead. You can, however, reply and say that you would like some time to think about it, gather your thoughts, and provide relevant and useful feedback. There's no harm in taking your time being considerate in your approach and planning how you'd like to deliver the message. When preparing, think about key pieces of information that you'll share, how you will deliver the feedback, for example face to face or via email.
Clear examples you can share to illustrate your points. The second step is to focus on your tone. Often, it's not what we say to others that has an impact but how we say it. If you're delivering constructive feedback, make sure your tone is supportive and informal suggesting ways to overcome challenges or change behaviors. When considering your tone, focus on being informal, approachable, and empathetic, helping the other person to find solutions and not dwell on those development areas, making the other person feel comfortable.
The third step is to explore the facts and use concrete examples. Sometimes you'll just be asked for your opinion and that's a valid point of view. However, if you're providing more formal or thorough feedback, use examples to help the other person understand your point of view. Focusing on facts helps to make the feedback less personal and more objective. Things to think about when exploring facts and using concrete examples are gather various examples to provide a broad perspective rather than focusing on a one-off event, feel free to state which parts of the feedback are just your personal opinion and which parts are based on facts, ask the other person for feedback.
Do they see the event or situation in the same way? The fourth step is to listen. Yes, you've been asked for feedback, but the person you're providing feedback for may have a completely different point of view which may change your perspective when you understand that point of view. Delivering feedback isn't a one-way street. It should be a collaborative process. When focusing on your listening, think about leaving time for the other person to digest the information and discuss their views at a later date, ask the other person for their perspective on your feedback and how that fits in with what others have said, active listening which is all about taking the other person's perspective on board.
The final step is creating a forward focus. This is all about helping the other person understand they can use the information you're providing them with as a data point which can then be used to create a plan. We all have development potential. The key is to use feedback as a way to improve in the future. When creating a forward focus, frame your feedback in a way that's useful and can help the other person to make improvements.
Use facts, data, and examples but mostly focus on future opportunities. Help the other person explore how they can use this information to enhance their personal performance. Now it's over to you. The next time that you're asked to provide feedback, download the Giving Feedback Guide Sheet from the exercise files five clear steps. You may even want to practice this approach with a friend, both providing feedback for each other in a specific area.
Watch this course to learn how to give and receive high-quality feedback. Whether it's with peers, managers, colleagues, team members, friends, or family, the same principles apply across the board. Author Gemma Leigh Roberts shows how to give effective feedback, ask for feedback, and use the responses you receive as a tool to improve personal performance. These tips will help lead you into a cycle of continuous development, and a growth mindset that can help propel your career and your relationships forward.
- Getting comfortable asking for feedback
- Overcoming blind spots
- Creating a growth mindset
- Giving effective and unbiased feedback