Feedback in a Team

What is a Feedback? It is type of Communication that we give or get Some times also called criticism – WRONG Feed back – a rocket It tells how they are performing and how it affects the environment around them Helps them to become more effective It is giving and receiving Connects people We learn to see us as others see us Ingredients – Caring, trusting, acceptance, openness, and moral courage

Receiving Feedback Some take it only as criticism Some want to hear only praise Some take/ask for it – make use of it There is positive or negative way of accepting feedback

Negative/Closed Style of Accepting Feedback Defensive: defends personal actions, frequently objects to feedback given. Attacking: verbally attacks the feedback giver, and turns the table. Denies: refutes the accuracy or fairness of the feedback. Contd………

Contd …… Disrespectful: devalues the speaker, what the speaker is saying, or the speaker's right to give feedback. Closed: ignores the feedback, listening blankly without interest. Inactive listening: makes no attempt to "hear" or understand the meaning of the feedback. C ontd…..

Contd …. Rationalizing: finds explanations for the feedback that dissolves any personal responsibility. Patronizing: listens, but shows little interest. Superficial: listens and agrees, but gives the impression that the feedback will have little actual effect.

Positive/Effective Feedback Supportive: delivered in a non-threatening and encouraging manner. Direct: the focus of the feedback is clearly stated. Sensitive: delivered with sensitivity to the needs of the other person. Considerate: feedback is intended to not insult or demean. Descriptive: focuses on behavior that can be changed, rather than personality

Contd……. Specific: feedback is focused on specific behaviors or events. Healthy timing: given as close to the prompting event as possible and at an opportune time. Thoughtful: well considered rather than impulsive. Helpful: feedback is intended to be of value to the other person. Avoid historical references: Present information on "here and now" as opposed to "there and then"

Five Feedback Types Evaluative: Makes a judgment about other person, evaluating worth or goodness. Big difference between judging a person and his actions. A personal evaluation judges the whole person and implies that this is a personal and unchangeable attribute. Negative personal evaluation can be very uncomfortable for the other person, e g You are very lazy. Positive personal evaluation, on the other hand, is very flattering. e g, You are a lovely person. Behavioral evaluation judges the action, but not the person. This makes negative evaluation easier for the other person to accept e g, That was not a very nice thing to do.

Contd…… Interpretive: You seek to test your understanding of what has been said by interpreting and paraphrasing back to the other person what you think has been said. This is typically followed by a question to allow the other person to agree with your interpretation or offer a correction, e g, So you are interested in joining the club -- is this right? Testing understanding is generally a very good thing to do. It is generally flattering too, as you are showing active interest in what they are saying

Contd….. Supportive : You seek to support the other person in some way. In flattery, you support the other person's ego by telling them they are good in some way (whether or not this is true). For example, That was truly awesome! Can you sing it again, please? You look wonderful! With developmental supportive feedback, you seek to help the other person change in some way. This is not always easy, as some criticism may be involved. For example, Your singing is improving. You could try recording it and listening to the opening few notes. orHmm. I think the red dress suits you better. Supportive feedback can be reversed with the deliberate purpose of damaging the other person's ego in a personal attack: For example, That was awful! You should give up singing. You look dreadful.

Contd…….. Probing: Probing seeks to find more information by asking deeper questions that seek specific information. For example, Could you tell me more about what happened?... What happened next?... What size was it?... Why do you think that happened?

Contd…….. Understanding: At the 'understanding' level, you are seeking to understand not just what was said, but the whole person underneath. This not only shows that you are listening to the inner person, but also that you truly understand. For example, It sounds like you have personal experience of this. Would you like to talk about it? ……………………………………………………………………………

Thanks