This time we’ll be looking at something that can be both crushing to the soul but also as uplifting as a lottery win. Something that without which we’d be totally deluded and with it truly empowered. Ladies and gentlemen, today, we’ll be unravelling the topic of FEEDBACK.
The definition from the Oxford English Dictionary:
feedback /’fi:dbak/
• NOUN [mass noun]
1 information about reactions to a product, a person’s performance of a task, etc. which is used as a basis for improvement:
throughout this process we have obtained valuable feedback customer feedback suggested that the design flaws were severe.
By Oxford Dictionary of English
Feedback refers to information given about someone’s performance or behavior that can either be positive, constructive, or critical; often provided in order to assist an individual improve in some way.
Sources such as supervisors, peers or customers often provide this form of input through verbal or written forms of feedback.
In the Workplace
Five key points about feedback in the workplace.
1. Timeliness: For optimal effectiveness, feedback must be delivered immediately following observed behaviour or performance.
2. Specificity: To provide feedback that provides clarity and understanding for all parties involved, feedback needs to be specific and tailored to the situation at hand.
3. Compare Constructive Criticism vs Praise: Feedback must strike an equilibrium between constructive criticism and praise to foster growth and development in employees.
4. Two-Way Communication: Effective feedback requires two-way dialogue that involves active listening and open discourse.
5. Follow-Up: After giving feedback, following up is essential in making sure the recipient understood, took necessary actions.
The Coaching Perspective
Below are five coaching questions related to feedback that you might want to keep in mind when creating coaching plans:
1. What type of feedback have you recently received and how did it make you feel?
2. How would you typically respond to feedback, and are there strategies you could employ in order to take full advantage of its usefulness?
3. Can you identify an example where you gave feedback to another individual recently and the result thereof?
4. How do you differentiate constructive feedback and criticism?
5. How can seeking feedback from others contribute to your growth and development?
In Summary
Feedback is vitally important. Both for par giving and those receiving.
For the give, it ensures that the effect of one’s actions are openly acknowledged. Whether they be positive or negative.
For the receiver, this ensures that misgivings can be addressed and conversely, that positives are cultivated.
Timely, honest and constructive feedback is worth it’s weight in gold. Use it and provide it wherever and whenever possible. You can’t have too much of a good thing!
Until next time,
Your Coach Ben
