The document discusses feedback and how to effectively give and receive it. It defines feedback as a way to help others change or maintain their behavior by providing information about how their actions affect others. It provides criteria for effective feedback, such as being specific, immediate, descriptive, and behavioral rather than evaluative. The document also gives tips for successfully giving feedback, such as being respectful and focusing on changeable behaviors, and for successfully receiving feedback, like actively listening and seeking continual improvement.

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FEEDBACKFEEDBACK

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What is Feedback?
 AA way of helping others consider changing or
keeping their behavior.
 A way to give information about how their
behavior affects others.
 Communication to another person
which gives information about how he/she
affects and is perceived by others.

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Feedback
 Provides information
 Based on observations
 Descriptive
 Immediate
 “Formative”

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Elements of Constructive
Feedback
Make sure that your feedback is:
 Timely and expected
 Based on observations
 Based on changeable behaviors
 Related to learning goals
 Limited in quantity

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Criteria for Effective Feedback
In general, feedback should be:
 Specific not General
 Immediate not Delayed
 Behavioral not Inferential
 Descriptive not Evaluative
 More or less not Either – Or
 Asked for not Pushed Upon

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How can you GIVE feedback
successfully?
 Do….
 Be specific and respectful
 Give feedback quickly…..don’t let
issues simmer and build up
 Cool down
 Start by asking for feedback (If
applicable)
 Use Plus Deltas
 Focus on behavior that can be changed
 Use “I” statements
 Focus on helping the recipient succeed
 Revisit previous commitments
 Don’t….
 Be aggressive
 Hold grudges and
drag up the past
 Be judgmental
 Belittle or patronize
 Attack personality
 Be vague
 Use “But”
 Be afraid to give
positive feedback

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How can you RECEIVE feedback
successfully?
 Do…
 Actively listen
 Accept feedback
unconditionally
 Believe in continuous
improvement
 Seek feedback
whenever needed
 Seek feedback from
anyone and everyone
 Seek brutal honesty
 Don’t…
 Be defensive
 Attack the messenger
 Argue
 Avoid or explain away
issues
 Be impatient….find a
solution

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The “Bottom” Line
 Set an agenda
 Diagnose appropriately
 Give positive feedback first
 Limit the information
 Check out your perceptions
 Suggest alternatives

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In Closing
 Keep personal needs and feelings out
 Monitor your reactions
 Do not overload
 Time your feedback appropriately
 Teach self-critique

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NEGATIVE FEEDBACK
 Be very specific in telling people what they did wrong.
 Let them know verbally and nonverbally how you feel about
what what they did wrong.
 Pause and remain silent for a few seconds in order to let
your trainee feel your displeasure.
 Verbally and nonverbally let them know that you value
them and are on their side
 Make sure they understand that you are upset with their
performance in this particular situation, but you still think
well of them.

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There is no single recipe for
success.

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Now It’s Your Turn!