This document provides guidance on techniques for giving effective feedback. It discusses the goals of feedback, which include improving performance, clarifying expectations, increasing learning, and stopping unwanted behaviors. Guidelines are presented for providing feedback, such as making it direct, expressing concern and appreciation, and focusing on improvement rather than being personal or hostile. Specific principles are outlined, like delivering feedback privately and making it descriptive rather than judgmental. The benefits of receiving positive and constructive feedback are explained. Techniques are suggested for giving feedback, such as addressing specific behaviors, speaking at the task level, and making it a dialogue. Constructive feedback is defined as being useful, meaningful, impactful, and easy to understand. Reasons why people may avoid giving feedback
Coaching Skills - Developing People Through Better FeedbackHanno Jarvet
After the session the participants are better able to:
• Manage their employees differently based on their individual personalities, level of work experience and confidence.
• Increase retention through improved communication and feedback with individual employees.
• Achieve better results with their team through improved coaching and feedback skills.
Gaining accountability is through effective coaching. Giving effective feedback is critical to the process. This presentation provides techniques and do's and don'ts of giving feedback.
Agile Coaching - Giving And Receiving Feedback Jul14ajaysolucky
Agile Coaching - Giving And Receiving Feedback
Giving feedback and receiving feedback is a stress full process for both the giver and the receiver. It generally creates a negative atmosphere, a strained relationship. Learn the art of giving and receiving feedback to get results.
Coaching Skills - Developing People Through Better FeedbackHanno Jarvet
After the session the participants are better able to:
• Manage their employees differently based on their individual personalities, level of work experience and confidence.
• Increase retention through improved communication and feedback with individual employees.
• Achieve better results with their team through improved coaching and feedback skills.
Gaining accountability is through effective coaching. Giving effective feedback is critical to the process. This presentation provides techniques and do's and don'ts of giving feedback.
Agile Coaching - Giving And Receiving Feedback Jul14ajaysolucky
Agile Coaching - Giving And Receiving Feedback
Giving feedback and receiving feedback is a stress full process for both the giver and the receiver. It generally creates a negative atmosphere, a strained relationship. Learn the art of giving and receiving feedback to get results.
An able supervisor can make or break the performance of a team. A herd of sheep lead by a lion wins, while a pride of lions lead by a sheep fails. The management has to invest in developing their supervisors to excel in their managerial skills. This presentation lists the skills that are required to excel as a supervisor.
Feedback mechanism, Types of Feedback, Positive Feedback, Developmental Feedback, Self Reflection and Self Preparation, Models of Giving Feedback, Effective Feedback, Sandwich Model, Boost Model, Aid Model, Process for Giving Feedback, How to Give Feedback
How to give feedback that reinforces or redirects performance, in a way that promotes intrinsic motivation and maximises alignment between a person\'s work and requirements.
Effective leaders transform performance with well-delivered, effective feedback. Here are 7 steps from the coach's playbook so you too can give feedback that transforms performance and gets results.
>>https://workexcel.convertri.com/see-all-14-skills
Even more details on New Supervisor Training: https://workexcel.convertri.com/14-vital-skills-for-supervisors -
This New Supervisor Training PowerPoint helps new supervisors or seasoned supervisors who need additional help to lead employees better, reduce risk to the organization, reduce their stress, and accelerate their skills to improve productivity, reduce conflicts, reduce grievances, and increase workplace harmony. It's all about relationships with supervisors....and it's all about leadership in those relationships, but you can't count on supervisory staff knowing what to say, how to say it, what to do, and how to do it. This program does that. It is stuffed with a zillion tips and we cut out all the fluff. You get all meat and potatoes, now hot air. We created this program to take any supervisor and in two hours pack their brain with skills and abilities like a sardine can---and then leave them with the ability to return to it 24 hours a day to get the answer to supervisory questions the need answered right now. This new supervisor training program goes the extra mail. It covers observing performance, documenting, confronting, communicating properly with upper management, reducing risk of violence in the workplace, doing investigations properly, praising and inspiring employees, and much more. Enjoy this skill #8 and feel free to remove the tags in it or edit the content to suit your purposes. New Supervisor Training PowerPoint help is now easily done. Please contact us if we can help you in anyway. Many other new supervisor training programs and courses are available. One of the most overlooked groups, with regards to training, is old supervisors. There are many new supervisor training programs, but few for seasoned supervisors. This can be a real disadvantage for a business and also for the experienced supervisor. The business world is constantly changing and everyone old and new needs to keep up with their training. Sections of new supervisor training may be totally new to even a seasoned supervisor and they can benefit by learning these new skills. Technology has made so many improvements in how we work and how we supervise that it is imperative that all supervisors are trained in these techniques. Laws and regulations are also constantly changing and sometimes old supervisors get lost in the past and training can help to bring them up to speed with the way laws and regulations are today. But nothing is more important the communication and relationship skills. These soft skills or rather a lack of them are what increase risk to organizations. With this new set of training courses both new supervisors and older supervisors will become champions of productivity.
Most of the Managers fail to keep a blend of motivation and improvement while giving feedback to their team members. This presentation will help you give feedback effectively.
Taking the Lead: Five Things Every Supervisor Needs to Know | Supervisory SkillsHRDQ-U
What makes a supervisor great? While there may not be a quick and simple answer to that question, there is a certain skill set that, when learned through time and exposure, make supervisors more effective. With increasing pressure being placed on supervisors to perform, organizations can’t afford a long learning curve.
Join us for an informative webinar that will help you, the trainer, get up to speed fast:
https://www.hrdqu.com/webinars/taking-lead/
For your own supervisory skills assessment:
https://www.hrdqstore.com/supervisory-skills-questionnaire
Feedback is an effective tool to use in different context, highly useful in training activities, team buildings but also organizational teams and business.
An able supervisor can make or break the performance of a team. A herd of sheep lead by a lion wins, while a pride of lions lead by a sheep fails. The management has to invest in developing their supervisors to excel in their managerial skills. This presentation lists the skills that are required to excel as a supervisor.
Feedback mechanism, Types of Feedback, Positive Feedback, Developmental Feedback, Self Reflection and Self Preparation, Models of Giving Feedback, Effective Feedback, Sandwich Model, Boost Model, Aid Model, Process for Giving Feedback, How to Give Feedback
How to give feedback that reinforces or redirects performance, in a way that promotes intrinsic motivation and maximises alignment between a person\'s work and requirements.
Effective leaders transform performance with well-delivered, effective feedback. Here are 7 steps from the coach's playbook so you too can give feedback that transforms performance and gets results.
>>https://workexcel.convertri.com/see-all-14-skills
Even more details on New Supervisor Training: https://workexcel.convertri.com/14-vital-skills-for-supervisors -
This New Supervisor Training PowerPoint helps new supervisors or seasoned supervisors who need additional help to lead employees better, reduce risk to the organization, reduce their stress, and accelerate their skills to improve productivity, reduce conflicts, reduce grievances, and increase workplace harmony. It's all about relationships with supervisors....and it's all about leadership in those relationships, but you can't count on supervisory staff knowing what to say, how to say it, what to do, and how to do it. This program does that. It is stuffed with a zillion tips and we cut out all the fluff. You get all meat and potatoes, now hot air. We created this program to take any supervisor and in two hours pack their brain with skills and abilities like a sardine can---and then leave them with the ability to return to it 24 hours a day to get the answer to supervisory questions the need answered right now. This new supervisor training program goes the extra mail. It covers observing performance, documenting, confronting, communicating properly with upper management, reducing risk of violence in the workplace, doing investigations properly, praising and inspiring employees, and much more. Enjoy this skill #8 and feel free to remove the tags in it or edit the content to suit your purposes. New Supervisor Training PowerPoint help is now easily done. Please contact us if we can help you in anyway. Many other new supervisor training programs and courses are available. One of the most overlooked groups, with regards to training, is old supervisors. There are many new supervisor training programs, but few for seasoned supervisors. This can be a real disadvantage for a business and also for the experienced supervisor. The business world is constantly changing and everyone old and new needs to keep up with their training. Sections of new supervisor training may be totally new to even a seasoned supervisor and they can benefit by learning these new skills. Technology has made so many improvements in how we work and how we supervise that it is imperative that all supervisors are trained in these techniques. Laws and regulations are also constantly changing and sometimes old supervisors get lost in the past and training can help to bring them up to speed with the way laws and regulations are today. But nothing is more important the communication and relationship skills. These soft skills or rather a lack of them are what increase risk to organizations. With this new set of training courses both new supervisors and older supervisors will become champions of productivity.
Most of the Managers fail to keep a blend of motivation and improvement while giving feedback to their team members. This presentation will help you give feedback effectively.
Taking the Lead: Five Things Every Supervisor Needs to Know | Supervisory SkillsHRDQ-U
What makes a supervisor great? While there may not be a quick and simple answer to that question, there is a certain skill set that, when learned through time and exposure, make supervisors more effective. With increasing pressure being placed on supervisors to perform, organizations can’t afford a long learning curve.
Join us for an informative webinar that will help you, the trainer, get up to speed fast:
https://www.hrdqu.com/webinars/taking-lead/
For your own supervisory skills assessment:
https://www.hrdqstore.com/supervisory-skills-questionnaire
Feedback is an effective tool to use in different context, highly useful in training activities, team buildings but also organizational teams and business.
There is an art to giving and receiving feedback. To get better, feedback is necessary – but it also can backfire if handled poorly. This session is for managers and non-managers and addresses the art of feedback and working with subordinates or peers/team members.
Members of Connect: Professional Women’s Network share advice for effectively delivering the good, bad and ugly.
Connect: Professional Women’s Network is online community with more than 300,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com/womenconnect.
Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables.
The goal of the Learning Lunch Series for Allied Health Preceptors is to support, engage, and develop our preceptors in the foundational principles of teaching. This workshop introduces participants to basics of delivering effective feedback.
Performance Development - Enhancing your personal toolkit to develop performance as a team.
This presentation covers key skills to enhance performance in the workplace and the performance of those you manage.
Most people dread performance appraisals. This lesson is an introduction to the process in hopes of making your appraisal sessions useful and productive.
Studies show that giving and receiving criticism is one of the most difficult interpersonal skills. Being able to accept and give criticism that is focused on the behaviour and not the person is a key ingredient for success. This session covers several strategies and techniques to build confidence to separate emotion from the situation of receiving or giving constructive criticism.
Patient and Public Engagement - Training for Peer Interviewers workshop - Sam...Keith Meadows
Patient and public engagement in healthcare research is essential for a patient-centric approach for the delivery of quality of care. These slides are a sample from our Peer Interviewing Training Workshop.
This course was developed to assist Supervisors, Quality Staff or additional Leadership in delivering effective feedback sessions to staff. Deck also includes a list of do's and don'ts, as well as proven communication methods.
7. Be Direct not to be confused
Express concern & appreciation
Make sure NOT Personal, Hostile, Picky, Demeaning
Make sure caring, clear and Focused on Improvement
GUIDELINES FOR PROVIDING EFFECTIVE FEEDBACK
7
8. Principles of Basic Feedback
• Feedback should be delivered in private.
• Feedback should be planned in advance.
• Feedback should be performance specific.
• Feedback should not pertain to personal characteristics.
• Feedback should be descriptive, not judgmental.
• Feedback should be given timely to the observation it
addresses.
• Feedback should be focused on specific observations.
• Feedback should be based on first-hand observation and/or
written evaluations.
• Feedback should balance positive and negative comments.
• Feedback should benefit the receiver, not soothe the giver.
8
9. WHY DO WE GIVE FEEDBACK?
Feedback has a direct impact on our work:
Gives us specific information to help us improve
Makes performance expectations clear from the start
Heightens efficiency by reducing resentment, buildup, etc.
Strengthens relationships
What are the benefits for getting positive feedback?
Constructive feedback?
9
10. TECHNIQUES FOR GIVING FEEDBACK
Isolate and address the Behavior
Speak at the Task Level not the Self Level
Use Comfortable and Open Body Language
Explain Why the Issue Might Be Happening
Leave YOUR Solutions at the Door
Make it a Dialogue
Begin With and Use the Feedback Recipe Card
10
11. CONSTRUCTIVE FEEDBACK
Constructive Feedback is: Constructive Feedback is not:
Useful
Meaningful
Impactful
Easy to understand
Remember the following: When giving feedback:
Be constructive
Focus on observed behavior
Make feedback objective
Be specific
Keep it short and concise
Focus on the issue, not the person
Be timely
Critical
Accusatory
Vague
12. GIVING CONSTRUCTIVE FEEDBACK
What is the gap?
Why is it important? (Impact)
How should the performance or behavior change?
Check for understanding / other suggestions.
12
13. WHY DON’T WE GIVE FEEDBACK?
• It’s not my place to give
Feedback.
• The Other person might not
welcome the feedback.
• I don’t know how to
give Feedback well.
• People should know
what they should be
doing.
• I don’t want the person
to react angrily
• It’s not up to me beside
what is not right.
• It’s not that important
• If I say nothing. It will
probably sort itself out
• People know when they
have done a good or
bad job. They should
not need telling.
• I like the person, and
don’t want to upset
them.
14. HOW LOOK IMPROVED QUALITY FEEDBACK
CONSEQUENCES
OUTCOME
ASSESSMENTS
OBSERVATIONSEXPECTATIONS
15. IMPROVED QUALITY FEEDBACK EXAMPLE
DIMENSION
Expectation
Observation
Assessment
Consequence
You make a 15-minute presentation to students every Friday
regarding the services of our office provides.
EXAMPLE OF COMMENTARY
You are always well prepared, and consistently arrive several
minutes early to greet students and make them feel welcome.
“This is excellent and demonstrates a commitment to your job,
representing our office positively, and serving our customers.”
“I’d like to use this as a model for how we conduct all of our
presentations.”
16. GUIDELINES FOR GIVING FEEDBACK SUCCESSFULLY
Act sooner rather than later
Check your intentions
Dialogue! Treat feedback as a shared responsibility
Confirm mutual understanding and invite new information;
probe for facts
Keep your emotions in check
Respect differences
16
17. BEFORE NEXT TIME...
Post your experience trying your new strategies to our
Milk way group.
THANK YOU.
17