Consulting toolkit giving and receiving feedback


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Consulting toolkit giving and receiving feedback

  1. 1. CONSULTING TOOLKIT Consulting Skills: Giving and Receiving Feedback© 2007-2012 IESIES Development Ltd. All Ltd. Reserved © 2007-2012 Development Rights All Rights Reserved
  2. 2. If you are skilled at giving feedback, you will gain a reputation as a “people developer” in your organisationSKILL LEARNING CYCLE Reflection Action Feedback If you give good feedback, People you will accelerate the speed = Developer! other people build their skills © 2007-2012 IES Development Ltd. All Rights Reserved
  3. 3. If you are skilled at receiving feedback, you will be a guided missile in your future careerGOOD FEEDBACK MAKES THE DIFFERENCE BETWEEN….. A Shotgun A Guided Missile atch?v=aU1ukWWOFqg&feat ure=related If you can get good feedback and act on it, you will always hit your target however many mistakes you make © 2007-2012 IES Development Ltd. All Rights Reserved
  4. 4. There are three types of feedback, each with different purposesTYPES OF FEEDBACK Purpose of the feedbackPositive/Affirming • Motivate • Help others understand their strengthsConstructive/Developmental • Help others grow and develop • Help others see how their behaviour impacts othersNegative/Critical • Dominate • Diminish • Hurt Before you give feedback, check in: what is your purpose? Don’t bother with feedback if you suspect a negative/critical purpose © 2007-2012 IES Development Ltd. All Rights Reserved
  5. 5. Affirming and developmental feedback are gifts to your team matesTYPES OF FEEDBACKPositive/Affirming Both intended to CONTRIBUTEConstructive/ to the receiverDevelopmental Keep “gift” in your mind while giving and receiving feedback © 2007-2012 IES Development Ltd. All Rights Reserved
  6. 6. Your gift will be more welcome if your feedback is fact-based and not judgementalHOW TO GIVE FEEDBACK 1) This is what I observed. Be specific –FACT-BASED e.g. Not “Good job!” but “You handled FEEDBACK that question about cost reductions very well. You re-stated the question to check you understood, then spoke NOT to the questioner’s unspoken concern about job losses directly and sympathetically”JUDGEMENT 2) This was the impact on me 3) Then hand over to receiver to comment/ask questions © 2007-2012 IES Development Ltd. All Rights Reserved
  7. 7. Feedback is like dim sum……… served freshWHEN TO GIVE FEEDBACK •ImmediateFACT-BASED •Frequent FEEDBACK •Face-to-face •1 on 1 •Informal NOT •One point at a time (no knuckle sandwich)JUDGEMENT © 2007-2012 IES Development Ltd. All Rights Reserved
  8. 8. There are ways to give feedback that make it likely your gift will be rejectedHOW NOT TO GIVE FEEDBACKFACT-BASED • Avoid emotive language, e.g. bad/stupid/irresponsible FEEDBACK • Avoid exaggeration, e.g. “you always…”, “you never…” • Avoid interpreting motivation/causes of NOT the behaviour; ask! • Avoid feedback that is not actionable, e.g. “your ugly face keeps distracting me”JUDGEMENT • Don’t share “how to fix you” unless requested • No second hand feedback, e.g. “the others think……” © 2007-2012 IES Development Ltd. All Rights Reserved
  9. 9. Receiving feedback is just as much a skill as giving feedbackTIPS FOR RECEIVING FEEDBACK …..invite it……ask for it, give permission, derisk it for the giver, appreciate it afterwards … the other person give their gift…..if you feel the feedback is Negative/Critical, help them make it fact-based and non-judgemental …..understand the feedback fully… listening, curious about your impact on others, ask questions - e.g. what did you see? … aware of your natural fight/flight defensive mechanism….. when you feel it triggered, let your natural defensive reaction wash out …..don’t take it personally!……feedback doesn’t diminish you, don’t argue, interrupt, listen blankly, defend, attack back, run away …..keep returning to “it is a Gift”….all constructive feedback helps you, you are in control, you reflect and decide action to take The giver should feel their gift was welcomed and valued © 2007-2012 IES Development Ltd. All Rights Reserved