Feedback

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Feedback
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The Johari window
  Known to self   Unknown to self
Known to others Open     Ask     Blind
  Tell                        
Unknown to others Hidden       Unknown
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Constructive criticism

• Praising is easy
• Criticising is even easier
• Constructive criticism requires
• Listening skills
• Criticising skills

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Listening skills

• Non-verbal behaviour attention/eye-contact/positi
  ve feedback
• Focus comments on the experience to the speaker
• Accepting ideas and feelings not dismissing
  explanations
• Empathy
• Probing ("you said that.." "tell me more
  about...")
• Summarising to check understanding
• Widen discussion by suggesting alternatives

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Criticising skills

• Let the person in the hot seat speak first -
  often is realistic!
• Good points first
• Plan a solution to the problem
• Be sensitive to the person
• Show interest and involvement
• Be constructive
• Show that the problem exists
• Encourage suggestions of improvements
• One point at a time
• Criticise the act not the individual

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Giving Feedback

• The process of review is important to us all - we
  can all learn from both our mistakes and our
  successes. Successful review requires an ability
  to give and receive feedback honestly, clearly
  and effectively.

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Giving Feedback

• Feedback should always be positive and
  supportive.
• Feedback is non-judgemental, clear information to
  the other person.
• Your own thoughts, feelings and opinions by
  making 'I' statements (rather than 'you'
  statements).
• You speak directly to the other person (rather
  than talking about them to others).
• You comment on the behaviour, not the person.
• You are specific in your comments.
• You may suggest constructive ways of improving
  behaviour/ performance.

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Receiving Feedback

• When you are receiving feedback from others,
  whether criticism or praise, do not let your
  feelings get in the way of using the important
  information which is being offered.

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Receiving Feedback

• Listen actively without comment until the other
  person has finished speaking (avoid interrupting
  with explanation or defence).
• Accept compliments assertively - own Your
  strengths.
• If the feedback is 'loaded' in some way, do not
  immediately rise to the defensive or crumple in
  dismay. Express your feelings about the
  statement 'I feel angry/upset/confused when you
  say that'.
• Ask for comment on your behaviour rather than
  your personality.
• If the feedback is vague, ambiguous or
  generalised, ask the speaker to be more specific
  'What exactly was it about my behaviour in the
  situation which you liked/disliked?'
• Ask the speaker how they would rather have you
  behave.

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Receiving Feedback

• Do not swallow criticism whole look for
  consistent feedback from a number of people
  before you do. Take responsibility for which
  aspects of the feedback you will act on - it is
  your choice to change your behaviour.

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Receiving Feedback

• Listen to the feedback rather than immediately
  rejecting it or arguing with it.
• Be clear about what is being said.
• Check it out with others rather than relying on
  only one source.
• Ask for feedback you want but don't get.
• Decide what you will do as a result of the
  feedback.