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Giving & Receiving Feedback
The Methodology
What do we mean by feedback?
• Feedback is the sharing of information that points to an area where
current behaviour could...
When did you last give feedback?
• What was the context?
• How did you do it?
• How was it received?
• What would you do d...
Good feedback…
• Describes the observed behaviour, not the person
• Is concrete and specific as opposed to generic and vag...
Feedback is based on observed behaviours and their
impact
Model for
giving feedback
Describe observed
behaviors
Describe p...
The 3 levels of communication
• Verbally using language - 7%
 Sentences, choice of words
• Para-verbally using our voice ...
Asking for feedback is an important part of increasing
your “Arena”…
arena
facade unknown
blind spot
KnowntoOthersUnknownt...
Likely responses to feedback
Shock “I don’t believe it!” “That’s outrageous”
Anger “How dare you say that!”
Rejection “It ...
5 approaches to dealing with conflict
CollaboratingCompeting
Cooperativeness Accommodating
Uncooperative
Assertiveness
Una...
5 approaches to dealing with conflict
• Competing
Someone pursues their own concerns at the expense of the other
• Accommo...
Key takeaways
• Giving feedback is a key activity when influencing peoples
behaviours or performance
• Giving good feedbac...
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Giving and receiving feedback - the methodology

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There is no learning without feedback. Feedback enables a person to improve their performance or to sustain an already effective performance.

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Giving and receiving feedback - the methodology

  1. 1. Giving & Receiving Feedback The Methodology
  2. 2. What do we mean by feedback? • Feedback is the sharing of information that points to an area where current behaviour could be changed in order to improve performance, or to an area where performance has been particularly effective. Why give feedback? • There is no learning without feedback. Feedback enables a person to improve their performance or to sustain an already effective performance.
  3. 3. When did you last give feedback? • What was the context? • How did you do it? • How was it received? • What would you do differently next time?
  4. 4. Good feedback… • Describes the observed behaviour, not the person • Is concrete and specific as opposed to generic and vague • Is given at the right time and in the right place
  5. 5. Feedback is based on observed behaviours and their impact Model for giving feedback Describe observed behaviors Describe perceived effects Pause Make suggestion Model for receiving feedback Listen actively Avoid becoming defensive Ask clarifying questions Show appreciation
  6. 6. The 3 levels of communication • Verbally using language - 7%  Sentences, choice of words • Para-verbally using our voice - 38%  Volume, pitch, speed, melody, duration, pauses • Non-verbally using our body – 55%  Gestures, posture, walking, mimicry, eye contact, movements, position in room, closeness, distance Levels of Communication
  7. 7. Asking for feedback is an important part of increasing your “Arena”… arena facade unknown blind spot KnowntoOthersUnknowntoOhers Known to Self Unknown to Self Open-up askfor feedback …which help to build trust between people
  8. 8. Likely responses to feedback Shock “I don’t believe it!” “That’s outrageous” Anger “How dare you say that!” Rejection “It wasn’t like that, you are wrong” Acceptance “I do understand your point” Help “Help me to understand what I could change”
  9. 9. 5 approaches to dealing with conflict CollaboratingCompeting Cooperativeness Accommodating Uncooperative Assertiveness Unassertive Compromising Assertive Importance of relationship Importanceofissue Avoiding Cooperative
  10. 10. 5 approaches to dealing with conflict • Competing Someone pursues their own concerns at the expense of the other • Accommodating Someone neglects their own concerns to satisfy those of another • Avoiding The conflict is not addressed • Compromising Focus is on partially satisfying the concerns of both parties • Collaborating Focus is on finding a solution that meets the concerns of both persons
  11. 11. Key takeaways • Giving feedback is a key activity when influencing peoples behaviours or performance • Giving good feedback requires preparation and careful management in order to create a positive outcome • Feedback can be both positive or negative (Constructive!) and the right balance is needed • Different people and circumstances require different approaches • Poor preparation or execution can lead to a loss of trust and damage a relationship

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