Do you just cringe inside when you think about having to give feedback? Today's
tips will help you make it a more pleasant experience for everyone
involved. Welcome back and congratulations on taking one more step
towards becoming one of the great leaders of tomorrow. Effective feedback is so
important to helping our teams be successful, but a lot of us hate doing it.
Today I've got five tips that will help make giving feedback a much more
pleasant experience for you and the person you're giving feedback to. And
stay tuned until the end I'm going to give you a link to download our free
leadership development plan workbook that'll help you set your career goals
for the next two five and 10 years and build a plan of action to achieve them.
Giving feedback to others can be really hard and a lot of us have an aversion to
it. Partly because we've had some bad
experiences getting feedback in the past, partly because we don't like giving bad
news to other people, and almost certainly because we want other people
to like us. But giving feedback doesn't have to be an uncomfortable or
unpleasant experience if we follow a few steps and make a conscious effort to
think about the feedback we're giving and prepare ourselves before we actually
go give that feedback. And these five tips today will help you do that. It'll
help you get in a conscious mind set and put together your thoughts in a conscious
way to help make that feedback a positive experience for both you and the
person you're giving the feedback to. Tip number one when you're giving feedback
is to focus on improvement, not on criticism. What we want to do with feedback
is we want to build people up not tear them down. And sometimes as human beings
our first emotional response is to tear that person down. But that's what we want
to avoid. There's a thing I've heard before, you've probably heard this before too
called the sandwich method where you start out with something good that the
person has done then you get to the meat of what's the feedback you want to give
them, where the room for improvement, is and then close with something that's
positive that they've done as well. And that's an effective technique if you're
looking for a place to start. Now sometimes the sandwich technique isn't
always appropriate. Sometimes there's a lot more that needs to be improved than
there is positive, but in most situations, there's very rarely a case where there's
nothing positive to build on. You almost always have something positive that you
can build on, either start the feedback with that or end the feedback with that,
and then talk about the areas that need improvement.
Tip number two is to make sure you choose the right venue for giving the
feedback and this is really important. If you've got to give someone negative
feedback do you really want to do it in public in front of everyone else? Maybe
you do that privately in your own office. Or if you're going to give them some
positive praise and you want to recognize them for something great
they've done, maybe you go down to their work area and do that in front of
everybody else. The rule we used to use in the Air Force, as a general rule, was
to praise in public, punish in private. But again that doesn't cover every
situation but that's kind of a good general rule. So if you're getting
started giving feedback, you're looking for a couple, for a tip to improve, think
about the venue. Praise in public, punish in private. Now, there are times
that punish in private, well, punish in private should always be, but if you've
really got to give some negative feedback, like in a safety situation or a
security situation, sometimes it's important to gather the whole group
together and say, "Look, here's the... here's the thing that happened, here's what we
need to do to improve it, this can't happen again because it's a safety or
security issue and we need everyone to nod their heads up and down saying they
understand this." They need to look you all in the eye and make sure you
understand it. So praise in public, punish in private is a good general
rule but think about the situation and if something urgent you might need to
gather everyone together and talk about here's the... here is the problem, here's
how we're fixing it, let's go forward. As you're preparing yourself to go give
this feedback, go back to what the expectations were of what you asked the
person to do in the first place. Did they meet the expectations? Did they
fall short of the expectations? Or did they exceed the expectations? And it's
important to think carefully, was that expectation communicated clearly to this
person? So many times people fall short of expectations because they might not
have been communicated clearly, whether that was by us or by someone else. When
you go have this conversation, if the person comes back and says, "I didn't
understand that was the expectation." Now there's a whole new conversation to have
about setting that expectation clearly and what do we do going forward.
So, but, if it turns out that expectation was set clearly, focus on the
expectation. Did the person meet it, just barely, but met it that's the bare
minimum? Did they exceed it? Which is great, we want to we want to give them a
lot of recognition for that. Or did they fall short, and if they did fall short,
why did they fall short? What areas did they fall short in? And what can be done,
what are the steps forward going to be to get to that
minimum expectation? Tip number four is don't make it personal. We want to
address the behavior and not the individual. As much as we might feel hurt
or disrespected because some would didn't do something that we asked them
to do, we don't want to attack them personally. Their value as a human being
isn't tied up in whether they met a deadline we gave them or not. If we
insult them or judge them or make them feel like they're being judged while
we're talking to them and getting them this feedback, they're probably going to
tune out all the important, valuable feedback we have for them in addition to
the insults we might be hurling at them. So what we want to do even when
someone's done something egregiously bad, if it's if it's not bad enough that
we're getting rid of them and we're taking them off the team and we want to
improve them, we want to focus on that behavior and not the individual. We
aren't we aren't attacking the worth of an individual, we're trying to improve
the behavior. Final tip for you, have a plan going forward. Don't just tell
whoever it is that you're giving the feedback to that they didn't do a good
job. Have a plan for how as a team, or even as an individual, they're going to
go forward and improve the situation and improve their skills and traits in order
to keep this from happening again in the future and develop them as an individual
and as a leader. If you've got positive feedback to give to someone, think about
how you're going to do this, what's the plan you're going to use? What are you
going to put together to make sure that they get praised, they get recognized and
you do it in such a way that it encourages that same kind of behavior
among the team? Like we said before with the praise in public, punish in private,
if this is behavior you want to encourage the rest of your team you
probably want to have a plan to recognize this person in front of the
whole team so it encourages the behavior that you want to see as part of your
team. So I presented these five tips as if you're a manager trying to give
feedback to one of your team members and improve your team member your team
member or multiple team member. But these five tips work just as well if
you've got to give feedback to a peer or even your boss. Telling your boss that
their idea is not a great one or having to give them some bad news is probably more
difficult to try to tell someone who you're a manager of that
they didn't meet the expectation. But try to apply these five tips if you've got a
peer you've got to go give some give some feedback to or even give some
feedback your boss on some of their decisions or or the
policies they're putting in place or the path forward. Try, give it... Try these five
tips. I think you'll find that these will make what could be a really unpleasant
experience for anyone giving feedback, you can turn this into a really positive
experience where you're focused on improvement, not just for yourself, but
for the team and everyone around you. if you found this helpful please like
comment and share with a friend or co-worker. Click on that link below in
the description. That will take you to where you can download our free
leadership development plan workbook and that'll help you set your career goals
for the next 2, 5 and 10 years and build a plan of action to achieve them. If you
have any leadership or business questions, leave us a comment below, we
love to hear from you, or email us info@evilgeniusleadership.com.
Evilgeniusleadership.com is also where you can find out about all of our leadership
coaching and training programs, so if you want to do some one-on-one work or even
how to do some work with your team check that out and we'll set you up with a
free consultation and talk about how we might be able to help you. Thanks for
watching today, I really appreciate it. And remember, the future is out there,
lead the way.
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