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Giving and Receiving Feedback

Giving and Receiving Feedback

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Giving and Receiving Feedback

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  1. Giving & Receiving Feedback © 2010 by BeamPines, Inc. www.beampines.com

  2. The genius of communications is the ability to be totally honest and totally kind at the same time. --John Powell

  3. Benefits

  4. Giving Feedback

  5. Ways of Giving Feedback • Formal • Informal

  6. Formal Feedback

  7. 6-Step Formal Feedback Process • Establish Rapport • Overview of Process (Roadmap) • Overview of Tools/Materials • Delivery • Response Period • Next Steps

  8. Informal Feedback

  9. Delivering actionablefeedback Giving Feedback Actionable Feedback: • Constructive • Supportive • Specific • Assertive © 2010 by BeamPines, Inc. www.beampines.com

  10. Delivering actionablefeedback Giving Feedback Principles of Actionable Feedback: • The Feedback Giver’s Fantasy • The Feedback Prevention Law © 2010 by BeamPines, Inc. www.beampines.com

  11. SBI Feedback Model Giving Feedback • Situation When … • Behavior You … • Impact I… © 2010 by BeamPines, Inc. www.beampines.com

  12. SBI Example Giving Feedback © 2010 by BeamPines, Inc. www.beampines.com

  13. Receiving Feedback

  14. “Negative feedback is better than none. I would rather have a man hate me than overlook me.” --Hugh Prather

  15. Reflection • Is the feedback valid? Do you believe it? • Is this something you have heard from other sources? • Think about the benefits you would receive from changing • Ask for examples if not provided. • Ask for solutions or suggestions. • Do not focus on excuses.

  16. Additional Considerations • Stay open to the possibility of change. • If you don’t believe some feedback is true, is it possible that others may perceive you this way? If so, how can you manage the perceptions of you?

  17. Feedback Facts

  18. Feedback Facts • If people do not want your feedback, you will never succeed in reaching them, no matter how smart and wonderful you are. • Feedback that is not relevant to the task you are paid for will not be accepted and even worse, will interfere with the task. • You cannot give emotionally difficult feedback unless you understand the source of your own difficult emotions. • The way the receiver will evaluate feedback is determined by the life experiences, assumptions and attitudes of the receiver, and may or may not correspond with the weight put on the message by the sender. • Feedback is easiest to understand when the giver and receiver are neither too distant nor too close. • You have to make an effort to speak to everyone in the language they will understand. • The more you attempt to improve the quality of the feedback by increasing the quantity, the more poppycock you generate. • It takes time to construct empowering feedback.

  19. JoHari Window

  20. JoHari Window • Key points: • Getting feedback uncovers our blindspots • Being open and accessible reduces what is private • The result is improved relationships and productivity Known by you Not known by you Known by others Public Blindspot Not Known by others Private Unknown Adapted from Johari Window concept developed by Joe Luft and Harry Ingham © 2010 by BeamPines, Inc. www.beampines.com

  21. JoHari Window Results of effective communication in both giving and receiving feedback: Known by you Not known by you Public Arena Blindspot Known by others Improved relationships and productivity Potential Not Known by others Mask Adapted from Johari Window concept developed by Joe Luft and Harry Ingham © 2010 by BeamPines, Inc. www.beampines.com

  22. JoHari Window © 2010 by BeamPines, Inc. www.beampines.com

  23. Practice makes Perfect!

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