Feedback can be powerful. Giving and receiving quality feedback helps individuals, teams and the business as a whole to develop.
The challenge which faces us all is how to make a useful contribution when giving feedback to others.
In our We think... article - Impact of feedback - we explore how the straightforward FEED model can help structure your conversations.
FACTS - Describe factually what it is that the person actually does – what does the behaviour look like? What did they say?
EXAMPLE - Give a recent example or instance where this was important.
EFFECT - What effect does this have on others’ perceptions, on the individual’s work, on you, on the team, on clients?
DIFFERENT - Suggest an alternative approach – or ask the other person what they could have done differently.
It also considers how feedback may be accepted and acted upon differently depending on how the person is ‘hard-wired’ and offers suggestions as to when you to offer, and not offer feedback.
Once you’ve read this through, you may like to look at how you can upskill your people to give and receive more valuable feedback and grow a culture where feedback is actively sought and readily accepted. If so, do get in touch.