Even just switching your mindset from "that's wrong" to " tell me more" can make a huge difference.įor Kris Lippi of, one of the most valued times he received feedback involved someone truly dedicated to helping him. Instead, focus on helping the other person and understanding their point of view. When you offer feedback, don't think of it as "correcting" what they're doing. Effective feedback comes from an empathetic placeĮffective feedback is a back-and-forth process. Does it offer information that will help them change their behavior in the future? If so, everyone wins. Feedback feels more like conversations and brainstorming but with the goal of improving my effectiveness as a manager."Ĭonsider the future impact of your feedback on your recipient's work. This feedback paired with concrete evidence helped drive home the importance of continuous improvement and how incremental changes turned into big wins.Īs a marketing director, good feedback from my founders usually comes in the form of how to be a better manager. I got feedback alongside metrics that directly related to the company's success, so I could see how my work affected revenue and other big KPIs. In the short term, it makes the editing process longer, but in the long term, it meant fewer edits needed.Īs a content marketing manager, good feedback from my marketing director came backed with statistics. "The best feedback is made with the goal of making future collaboration better in the long term.Īs a writer, that meant feedback that was actionable, and my editors, instead of simply fixing my mistakes because it was quicker, explained why they want XYZ adjustments, and then let me do it to learn. The best feedback is made with the goal of making future collaboration better in the long term.Ĭontent strategist Rachel Go has found that the most effective feedback for her focuses on helping her improve as a writer, content marketer, and marketing director. In many situations where you give feedback-including the workplace-you might find yourself giving the same feedback over and over again. Effective feedback sets recipients up for future success was able to see the situation as it is and very quickly act on the feedback and make sure the mistake never happened again."Ģ. Product launch consultant Ken Savage recounts, "I once received feedback about negativity in the workplace, and though it would be easy to take this kind of feedback personally, the person did an excellent job at explaining the situation from a neutral point of view. When you do need to focus more on negative aspects than positive aspects, you can balance your delivery by maintaining a neutral tone. And that's worked because it let me know that focusing on my strengths and embracing who I am is sometimes a better strategy than a never-ending struggle with weaknesses." "She pointed out my strengths and told me how I can align them with my future career choices. "The interviewer didn't solely focus on my weaknesses," Lindsay says. When Lindsay Davis from Icons8 looked for a job, one interviewer's feedback stuck. It also allows me to clarify any misinterpretations and share my reason for specific actions."Īnother tactic: balancing negative feedback with positive feedback. For example, one time, he commented with feedback to the effect of "Is this relevant? Why don't we go straight to discuss the three types of ABC and then include any insights from XYZ." Damilare says, "I find this tactic effective because it delivers his criticism without damaging my confidence. Writer Damilare Olasinde has a client who regularly phrases his feedback as suggestions or questions. One way to do this is to phrase it as a question. The goal: to make the feedback feel more constructive than critical. Your delivery goes a long way in removing all these barriers to effective feedback. When you focus on building trust, you can lessen the feeling of rejection-one of the biggest and most relatable barriers to receiving feedback. And to get a receptive reaction, you need to overcome barriers such as distrust, confusion, and doubt. Effective feedback is all about deliveryįeedback is only effective if the person is receptive to it.
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