1. Feedback & Evaluation

2. Reinforcement Affirmative: Your behaviour was correct.
Corrective: Your behaviour was incorrect.
Explanatory: Your behaviour was incorrect because ...
Diagnostic: Your behaviour was incorrect. And I think you did this because you....
Elaborative: Your behaviour could improve....

3. Focus of feedback Personal Behaviour / Context Result Behaviour
Attitude
Values
Person

4. Affirmation & Criticism
Compliment
Okay!
More of that!
Smile
Pat on the back
Reward
Appreciation
‘Good rumor’
Behaviour
Results
Traits
Drive
Contribution

5. Feedback is a GIFT!

6. But Criticism? Bad results When we’re on the ‘wrong’ track
Wrong behaviour
Wrong attitude
Mismatch
Needs improvement
You should do that more
Conflicting interests
Too much & Too few
Addiction to the ‘old’
Knowledge
Skills
Attitude

7. There are 2 Types of Feedback

8. We Prefer Positive Feedback

9. We Don’t Like Negative Feedback

10. It’s time to CHANGE how you feel about Negative Feedback
“There is maybe more useful data in negative feedback as there is in positive feedback”
Jack Canfield Author, The Success Principles
It’s time to CHANGE how you feel about Negative Feedback

11. “Improvement Opportunities”
Negative Feedback =
“Improvement Opportunities”

12. On Track
Off Track
Feedback Guides You

13. There are many ways to respond to feedback
Some simply don’t work

14. Responding to Feedback
Caving in and quitting
Getting mad at the source of the feedback
Ignoring the feedback

15. Responding to Feedback
Caving in and quitting
Getting mad at the source of the feedback
Ignoring the feedback
JUST DON’T WORK!

16. What is the solution?
Giving Feedback

17. As a leader, you must model the behavior yourself.
This makes it safe for others.

18. Results Process Relationship
Accomplishment of
the task or goal
Shared
Responsibility
For Success
Process
Relationship
Method or approach for doing the work
Rapport and satisfaction
Successful feedback must be focused on three key dimensions: results, process and relationship.
The feedback must increase results,
use a clear process
and lead to enhanced, rather than diminished, relationships.
©2007 Interaction Associates, Inc.

19. These five steps
will help!

20. 1. Choose when and where to give the feedback.
Cool off, if angry.
Give negative feedback in private.
Give positive feedback immediately, and publicly.

21. 2. Describe the behavior in as objective language as possible and be specific.
Words like bad attitude will not be understood, and will seem judgmental.
Don’t suggest ‘motives’

22. 3. State the impact of the behavior on you, the team, the goal, the customer.
This allows the receiver of the feedback to better understand why he or she should change, or at least consider the input.

23. 4. Make a suggestion or request.
You may ask for a change in a behavior that is not working, to continue or do more of an effective behavior, or to simply understand your point of view.
Let it be an ‘I’-message

24. 5. Lastly, check for understanding. Be open to alternative views.
There may be relevant facts of which you are unaware. Avoid just dumping on the employee and damaging the relationship.

25. Focus on Solutions Not on problems
Last but not Least!!
Focus on
Solutions
Not on problems