Giving and Receiving feedback is vital for leaders, managers, team leads for an effective growth-driven organizational culture. However, giving feedback can be critical. The aim to encourage and motivate the receiver by using appropriate body language, tone, choice of words, expressions and intention. Simultaneously, receiving feedback with grace and humility is also crucial for ones own development and the growth of the organization at large. This presentation encapsulates a brief of effective methodologies to give and receive feedback. To book your training session with us, you can contact us at samira@auraaimage.com / nayanika@auraaimage.com or call us at: +91 9958934766/ +91 7830222285 AIMC has conducted several trainings for many organizations, helping them empower their workforce with the key skills to succeed in the professional environment. To know more about our services, kindly visit our website: https://auraaimage.com/corporate-services

1. 1

2. 2
HOW TO GIVE FEEDBACK EFFECTIVELY?

3. 3
Feedback is an essential part of communication.
In its absence, communication can’t possibly be effective.
It is the only way to appraise whether the message has been decoded
correctly or not.
FEEDBACK SKILLS
FEEDBACK
(PAST)
FEED-FORWARD
(FUTURE)
“People don’t care how much you know
until they know how much you care”

4. 4
POSITIVE FEEDBACK
(Comment about
past actions that
were correct and
should be repeated)
POSITIVE FEED-
FORWARD
(Comment about
future actions that
should be taken)
NEGATIVE
FEEDBACK
(Comment about
past actions that
were incorrect and
should be dis-
continued)
NEGATIVE FEED-
FORWARD
(Comment about
future actions that
should be avoided)

5. 5
AN EFFECTIVE FEEDBACK IS
SPECIFIC SINCERE TIMELY
OFFERS
HELP
EMPATHETIC

6. THE BURGER METHOD
The burger method is used to deliver the difficult feedback
between two pieces of burger buns, to ensure that the
feedback is not seen as a threat/ attack.
POSITIVE/ PRAISE/ APPRECIATE
AREA OF DEVELOPMENT
POSITIVE/ PRAISE/ APPRECIATE
6

7. HOW TO GIVE FEEDBACK
• Pick your moment
– Make it clear you want to give feedback
– Chose a good time
– Do not give feedback when you are angry
– Wait till you calm down
• Timeliness
– Do not wait too long
– Give it soon after the event
– Both parties should remember the event clearly
7

8. HOW TO GIVE FEEDBACK
• Alternatives
– Make sure you have constructive alternative ready
• Talk about behavior, not personality
– Don’t comment on person or character
– Focus on the specific words/actions
– Combine positive with AOD
• Be Specific
– Be factual – when and what happened
– Do not bring in your interpretation
8

9. HOW TO GIVE FEEDBACK
• Explain the effect on you
– Present it as your opinion
– Start with I feel / think….
• Pause
– Listen carefully
– Allow the other to respond
– Acknowledge & Respect their perspective
– It’s possible that you may have misunderstood
• Listen
– Be prepared to listen to some frank feedback in return
9

10. 10
TIPS FOR DELIVERING EFFECTIVE FEEDBACK
Manage your tone, expressions, and body language
Maintain eye contact
Choose your words wisely
Avoid accusations
Ask enough questions
Use your smile
Be empathetic

11. 11
TIPS FOR DELIVERING EFFECTIVE FEEDBACK
Focus on conflict resolution
Try to create a win-win situation
Compliment others
Appreciate their contribution
Be assertive
Avoid comparisons
Offer to help

12. 12

13. 13
FEEDBACK
IS
MENTORING
MOTIVATION
ADVICE
SUCCESS
TRAINING
GOAL
COACHING
DIRECTION
SUPPORT

14. HOW TO RECEIVE FEEDBACK GRACEFULLY?
• Be open
– Listen carefully
– Be receptive
– Do not interrupt
– Do not become defensive
– Understand the perception of others
– Something positive must be there for you to grow
14

15. HOW TO RECEIVE FEEDBACK
• Understand the message
– Don’t judge
– Keep the bias out
– Listen to the deeper message
– Ask questions to clarify
• Reflect & decide what to do
– Assess the value of feedback
– Pay attention to consequences of using or ignoring
– If you agree, make a choice to fix it
– If you disagree, get a second opinion
15

16. HOW TO RECEIVE FEEDBACK
• Make suggestions
– Jointly develop a future plan for action
– Demonstrate your intention & willingness
• Thank the person
– Someone took the time to give you a feedback
– Show courtesy by thanking them to contribute to your growth &
awareness
• Follow up
– Implement the suggestions
– Check if they are working
16

17. Samira Chandra Gupta
Founding Director of AIM&C, Executive Presence Coach, Life
Coach (PCC-ICF), Chief Image Consultant, Firewalking Instructor,
International Best Selling Author & Keynote Speaker
+91 9958934766/ +91 7830222285
samira@auraaimage.com/ nayanika@auraaimage.com
www.samiragupta.com
https://www.facebook.com/auraaimage/
https://www.linkedin.com/in/samira-gupta-57756830/
https://www.youtube.com/channel/UChoFePDpC_EP8HIB9MvwZOA/videos
17