{"id":1093,"date":"2021-02-15T10:16:00","date_gmt":"2021-02-15T10:16:00","guid":{"rendered":"http:\/\/virtualspeech.co\/?p=1093"},"modified":"2024-07-10T15:08:07","modified_gmt":"2024-07-10T15:08:07","slug":"advice-for-giving-and-receiving-feedback","status":"publish","type":"post","link":"https:\/\/virtualspeech.com\/blog\/advice-for-giving-and-receiving-feedback","title":{"rendered":"Essential Guide for Giving and Receiving Feedback"},"content":{"rendered":"\n<p>Feedback provides a great opportunity to develop skills and identify areas you need to improve. We&#8217;ve highlighted key points to think about when both receiving and giving feedback, which can be applied to a wide range of situations.<\/p>\n\n\n\n<p>Feedback is important for a number of reasons, it allows you to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Identify areas which need improving<\/strong>, areas which you might not have realised otherwise<\/li>\n\n\n\n<li><strong>Create a continuous learning loop<\/strong>, where you can iterate and improve your skills over time<\/li>\n\n\n\n<li><strong>Quantify hard to measure areas<\/strong>&nbsp;such as presentation skills, performance in a team and behaviour<\/li>\n\n\n\n<li><strong>Give people an opportunity to ask for help<\/strong>&nbsp;if they are performing badly in an area, this is particularly true when receiving feedback from your manager<\/li>\n<\/ul>\n\n\n\n<p>Giving and receiving feedback is a powerful process but needs to be&nbsp;<a target=\"_blank\" href=\"http:\/\/smallbusiness.chron.com\/can-wrong-giving-feedback-during-performance-appraisals-21794.html\" rel=\"noreferrer noopener\">handled carefully<\/a>. Use this guide to help you get the most out of any feedback session.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-embed-handler wp-block-embed-embed-handler wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"The secret to giving great feedback | The Way We Work, a TED series\" width=\"1220\" height=\"686\" src=\"https:\/\/www.youtube.com\/embed\/wtl5UrrgU8c?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<p><em>Humans have been coming up with ways to give constructive criticism for centuries, but somehow we&#8217;re still pretty terrible at it. LeeAnn Renniger shares a scientifically proven method for giving effective feedback.<\/em><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Guide for giving feedback<\/h3>\n\n\n\n<p>If you are giving feedback, it needs to:<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">1. Be specific<\/h4>\n\n\n\n<p>To be useful for development you need clear guidance. Often people say things like \u201cyou could be a bit more welcoming\u201d. How does this translate into an action? More specific would be \u201cI would have liked it if you had smiled when you welcomed us\u201d.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">2. Give evidence<\/h4>\n\n\n\n<p>You will be more likely to change your behaviour if you can identify precise aspects of it. Being reminded of the actual words you said or movements you made will make the feedback more effective.<\/p>\n\n\n\n<p>So if your colleague says, \u201cI thought you were a bit aggressive\u201d this is not as clear as \u201cyou leant forward and pointed your finger at me when you said \u2018I need to see results\u2019 and that was quite aggressive\u201d.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">3. Describe any emotional impact<\/h4>\n\n\n\n<p>If you are working with a colleague either making a presentation or role-playing a situation, it will be useful for you to know what the impact of your behaviour is on them. \u201cI felt included\u201d, \u201cI felt reassured\u201d and other statements will help you know you are getting the effect you want.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">4. Focus on being constructive<\/h4>\n\n\n\n<p>When giving feedback you must always balance what you want to say with what you feel will be useful. Restrict your feedback to three positive points and maybe one or two points for development. There are only so many things you can work on at the same time and it can affect your motivation if you receive a list of \u201cnegatives\u201d.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>For further tips, read&nbsp;<a target=\"_blank\" href=\"https:\/\/personalexcellence.co\/blog\/constructive-criticism\/\" rel=\"noreferrer noopener\">How to give Constructive Criticism<\/a><\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image is-resized\"><img decoding=\"async\" src=\"https:\/\/vs-static.virtualspeech.com\/img\/blog\/giving_receiving_feedback.jpg\" alt=\"Man getting feedback from his manager\" style=\"aspect-ratio:1.8857142857142857;width:840px;height:auto\"\/><\/figure>\n\n\n\n<h4 class=\"wp-block-heading\">5. Use \u2018I\u2019 statements<\/h4>\n\n\n\n<p>Try and give feedback from your perspective. This way you avoid labelling the person and it remains your opinion. Say, \u201cI felt that you rushed the part when you explained how the product is used by customers\u201d, instead of \u201cYou rushed how your product is being used by customers\u201d.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">6. Prioritise areas to focus on<\/h4>\n\n\n\n<p>Adults can only focus on and work on a few concepts at a time. Discuss with the participant if there are areas in particular they want feedback on, such as hesitation words or pace of voice for a presentation. This will help you focus in on those areas when providing feedback.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">7. Align with goals<\/h4>\n\n\n\n<p>Often the feedback that people give is based on the giver\u2019s personal beliefs or preferences, and yet the most useful feedback starts with an understanding of what their goals and objectives are, for example, why are they giving this presentation?<\/p>\n\n\n\n<p>When a feedback giver says \u201cHer jokes were very funny\u201d what they are usually saying is \u201cHer sense of humour matches mine so I enjoy it.\u201d Talk with the participant about their goals to help guide your feedback and give you areas to focus on.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Guide for receiving feedback<\/h3>\n\n\n\n<p>If you are receiving feedback, remember:<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">1. Feedback is impersonal<\/h4>\n\n\n\n<p>The feedback given by the observer should be on what they saw in that moment of your behaviour. This is not a comment on you as a person nor is there an implication that you exhibit this behaviour all the time. It is what the observer saw now.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">2. Listen and don\u2019t interrupt<\/h4>\n\n\n\n<p>Try not to interrupt, contest or explain while you are receiving feedback.&nbsp;<a target=\"_blank\" href=\"https:\/\/virtualspeech.com\/blog\/active-listening-skills-examples-and-exercises\" rel=\"noreferrer noopener\">Listen with an open mind<\/a>&nbsp;and make notes of what is said. You may then review and clarify what has been observed. Remember, you may not think you were being evasive, manipulative etc but this may be the effect of your behaviour.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">3. Get feedback from junior people<\/h4>\n\n\n<div id='jwppp-video-box-8MFZYPdZ' class='jwppp-video-box' data-video='8MFZYPdZ' style=\"margin: 1rem 0;\">\n<div id='jwppp-video-8MFZYPdZ'><\/div>\n<script type='text\/javascript'>\nvar playerInstance_8MFZYPdZ = jwplayer(\"jwppp-video-8MFZYPdZ\");\nplayerInstance_8MFZYPdZ.setup({\nplaylist: \"https:\/\/cdn.jwplayer.com\/v2\/media\/8MFZYPdZ\",\n})\n<\/script><\/div>\n\n\n\n\n<p><strong>Senior people need to get coaching from junior people<\/strong><\/p>\n\n\n\n<p>Robert Steven Kaplan explaining the importance of senior people within an organisation getting feedback and coaching from junior people, who know their faults and what they should improve.<\/p>\n\n\n\n<p>Watch the full video here:&nbsp;<a target=\"_blank\" href=\"https:\/\/www.youtube.com\/watch?v=e8FMOdqVYVI\" rel=\"noreferrer noopener\">What To Ask The Person In The Mirror<\/a><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">4. Put it into action<\/h4>\n\n\n\n<p>You must turn the feedback into positive action on your part. Think about what you will change as a result of the feedback you have received. If possible act on it straight away by trying the same situation or presentation again.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">5. Follow up<\/h4>\n\n\n\n<p>The whole purpose of feedback is to improve performance. You need to measure whether or not that is happening and then make adjustments as you go. It\u2019s a good ideas to use the same person or group of people to practice with, as they\u2019ll be able to tell you what is working and what needs to be modified. Keep a document of your conversations and discuss changes with them.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Conclusion<\/h3>\n\n\n\n<p>Creating feedback that is truly useful requires more care and attention than is typically invested. Like any skill &#8211; painting, swimming, learning English &#8211; offering feedback requires that we pay attention to and do many things effectively and simultaneously.<\/p>\n\n\n\n<p>In order to give effective feedback, you need to understand how to receive it constructively. Doing this on a&nbsp;<a target=\"_blank\" href=\"https:\/\/www.mentimeter.com\/blog\/great-leadership\/benefits-of-having-weekly-feedback-sessions\" rel=\"noreferrer noopener\">regular bases<\/a>&nbsp;will help you appreciate feedback from the other persons perspective.<\/p>\n\n\n\n<p>When done correctly, feedback is a powerful means of personal development and shouldn\u2019t be a negative or resentful process \u2013 remember that the more practice you get the better you will become at it.<\/p>\n\n\n\n<p>Acting on feedback will make future presentations more effective, improve personal development and help with career progression.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Learn how to give and receive feedback from colleagues and friends, including how to be constructive with feedback, provide evidence and remain impersonal.<\/p>\n","protected":false},"author":5,"featured_media":1094,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[12],"tags":[],"class_list":["post-1093","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-soft-skill-training"],"_links":{"self":[{"href":"https:\/\/virtualspeech.com\/wp-json\/wp\/v2\/posts\/1093","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/virtualspeech.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/virtualspeech.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/virtualspeech.com\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/virtualspeech.com\/wp-json\/wp\/v2\/comments?post=1093"}],"version-history":[{"count":2,"href":"https:\/\/virtualspeech.com\/wp-json\/wp\/v2\/posts\/1093\/revisions"}],"predecessor-version":[{"id":2084,"href":"https:\/\/virtualspeech.com\/wp-json\/wp\/v2\/posts\/1093\/revisions\/2084"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/virtualspeech.com\/wp-json\/wp\/v2\/media\/1094"}],"wp:attachment":[{"href":"https:\/\/virtualspeech.com\/wp-json\/wp\/v2\/media?parent=1093"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/virtualspeech.com\/wp-json\/wp\/v2\/categories?post=1093"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/virtualspeech.com\/wp-json\/wp\/v2\/tags?post=1093"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}