The presentation helps you to understand what feedback. What is its impact and how to effectively receive feedback and get the maximum out of it.

1. Working positively
On Feedback
Rahul Thapliyal

2. What Is Feedback
Feedback refers to information describing an individual’s performance in a given
activity that is intended to guide his/her future performance in that same or in a
related activity

3. Self-Assessment
1. I truly listen to what feedback givers are saying.
2. I keep feedback in perspective and don’t overreact.
3. I try to learn from all feedback, even if it is poorly given.
4. I am willing to admit to and learn from questions about
my performance or behaviour at work.
5. Rather than avoiding feedback, I attempt to turn every
feedback session into a useful encounter.
6. I accept redirection and reinforcement rather than
denying them.
7. I accept responsibility for my role in achieving individual,
team, and organizational goals.
8. I accept responsibility for searching for solutions to
performance and behavioural problems that threaten goals.
9. I accept responsibility for keeping my emotions in check
during feedback discussions.
10. I am committed to listening and learning in all feedback
situations.
Always Sometimes Never

4. Feedback Is NOT
An end in itself
Praise or blame, approval or disapproval. Evaluation means to place value on a
performance or piece of work. But feedback is value neutral. It merely describes
what you did or did not accomplish, given a standard or intent
Derived from tests, exercises or simulations. The activity being assessed is your
normal work. You cannot get closer to real life than real life itself

5. Purpose Of Feedback
How can we expect people to change and develop if they don’t know what
they need to change?
Unless they get feedback, how do they know what they do well so they can
continue doing it?

6. Feedback Reality vs Perceptions
Most people really want to know how they are doing. They want to know if
other people like what they’re doing.
They also want to know if something could be done more effectively or if
boundaries are being overstepped.

7. The Impact Of Feedback
Renewed Action
Acceptance
Rationalisation – finding excuses to try and justify their
behaviour ‘I’ve had a particularly bad week’ ‘Doesn’t
everyone do this?
Blame – ‘It’s not my fault. What can you expect when the patient
won’t listen?
Denial – this reaction often accompanies the initial shock of
feedback ‘I cant see any problem with that’
Anger – ‘I’ve had enough of this’

8. Receiving Feedback
It’s also important to think about
what skills you need to receive
feedback, especially when it is
something you don’t want to hear,
and not least because not
is skilled at giving feedback

9. Rules For Receiving Feedback
Listen carefully to what is being said
People should be receptive to feedback and see it as helpful.
Don’t reject it!
Accept positive feedback…don’t reject it!
Avoid arguing or being defensive.
Accept negative feedback...don’t reject it!
Ask questions to clarify fully and seeking examples is useful.
Acknowledge the giver of feedback and show him or her appreciation. The
feedback may not have been easy to give.
Involve mutual good will
Receiver should feel that the giver isn’t their enemy
Giver needs to want to help receiver develop

10. What To Do With The Feedback?
try not to be
defensive and
make excuses
Try not to feel
devastated by small
criticisms
Address areas for
improvement.
Identify, Action Plan
Try to keep
feedback
sheets/informatio
n together
Give it time to
sink in and get
into perspective
Understand;
Clarification: examples
and alternatives; Keep
notes
Read or
listen

11. Next Steps
Identifying short-and
long-range goals,
developmental
objectives, and
activities to achieve
these goals
Identifying additional
knowledge, skills,
and abilities required
to achieve the stated
career objectives
Discussing and
obtaining delivery of
goals, objectives, and
developmental
activities with first-
line supervisors or
team leaders