10 steps ingiving effective   Feedback
Feedback is an effective tool to use in different context, highly useful in training activities, team buildings but also o...
1. Identify the problem clearlyInvest your time in assessing the situation and identifying the problem. Is this an isolate...
2. Select a time and a placeSelecting an appropriate environment to give feedback is highly important. Feedback should be ...
3. Setting the stageExplain that feedback focuses on a specific behavior and not on the person as a whole, and should not ...
4. Describe the behaviorFocus on the observations you have regarding a specific behavior. Feedback is not a judgment but r...
5. Make your caseThese observations are not interpretations or conclusions, just facts that affect you/your team/organizat...
6. Hold your groundBy this point, he/she will react to your speech and either tries to end this discussion by making excus...
7. Explore the situationBefore you can move further you need to understand the exact context in which this behavior appear...
8. Outline the positive consequencesPeople usually react to positive reinforcements that detail how they are beneficial to...
9. Outline the negativeconsequencesIf the positive reactions are not enough to convince him/her, you have to have to resor...
10. Plan for changeThe final step should describe a clear commitment to change or improvement and a clear plan on how to a...
For more training and team-building adviceGo to Trainers Blog:http://trainersadvice.com/resources/traine
Upcoming SlideShare
Loading in...5
×

10 steps in giving effective Feedback

4,890

Published on

Feedback is an effective tool to use in different context, highly useful in training activities, team buildings but also organizational teams and business.

Published in: Business
1 Comment
2 Likes
Statistics
Notes
  • Nice ideas on feedback, (just I'd suggest you correcting look of text on slide 2 - it's probably caused by using non-standard font , that Slideshare can't display - hence it was replaced by another font. To avoid this, upload PDF not PPT file). BTW, if you'd be interested in upgrading your slides, check our trainer's presentation visuals on our slideshare or infoDiagram.com webpage.
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total Views
4,890
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
331
Comments
1
Likes
2
Embeds 0
No embeds

No notes for slide

10 steps in giving effective Feedback

  1. 1. 10 steps ingiving effective Feedback
  2. 2. Feedback is an effective tool to use in different context, highly useful in training activities, team buildings but also organizational teams and business. The whole purpose of offering feedback is to help people change by reinforcing positive behaviors or improving negative ones. The list below will  help you structure  your feedback for  any situation that  requires it.
  3. 3. 1. Identify the problem clearlyInvest your time in assessing the situation and identifying the problem. Is this an isolated event or does this problem affect more areas and in a repetitive style? How does this need influence his/her performance? How does this need affect the rest of the team?
  4. 4. 2. Select a time and a placeSelecting an appropriate environment to give feedback is highly important. Feedback should be given in person and in private, without any disruptions or interference from the outside.  You should first explain  your reasons for offering  feedback and that it is in  her/his best interest.
  5. 5. 3. Setting the stageExplain that feedback focuses on a specific behavior and not on the person as a whole, and should not be taken as an attack, insult or negative criticism. Ask him/her to keep an open mind and not become defensive, even though you know it is difficult to listen.
  6. 6. 4. Describe the behaviorFocus on the observations you have regarding a specific behavior. Feedback is not a judgment but rather a description of events where you have seen that specific behavior.
  7. 7. 5. Make your caseThese observations are not interpretations or conclusions, just facts that affect you/your team/organization. Explain how this behavior is influencing his/her peers.
  8. 8. 6. Hold your groundBy this point, he/she will react to your speech and either tries to end this discussion by making excuses about the behavior or will accept your arguments, and will commit to changing. If the second scenario  occurs you may skip  to number 10, if not  continue with the  following points.
  9. 9. 7. Explore the situationBefore you can move further you need to understand the exact context in which this behavior appears, what is the true nature of this demeanor. He/she will try to find explanations and interpretations of how they see the situation.
  10. 10. 8. Outline the positive consequencesPeople usually react to positive reinforcements that detail how they are beneficial to him/her.  This is the moment  when you should  describe how  adjusting this specific  behavior will not only  bring benefits to  him/her, but also to  the ones around  him/her.
  11. 11. 9. Outline the negativeconsequencesIf the positive reactions are not enough to convince him/her, you have to have to resort to explaining the negative reinforcements and punishments that are going to affect him/her. Do not sound threatening; just state the usual consequences this type of behavior usually has!
  12. 12. 10. Plan for changeThe final step should describe a clear commitment to change or improvement and a clear plan on how to achieve this goal. Set deadlines to check  if he/she is following  the plan and commit  yourself to helping  him/her attain his/her  objective.
  13. 13. For more training and team-building adviceGo to Trainers Blog:http://trainersadvice.com/resources/traine
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×