Slide 1 : FEEDBACK Feedback Feedback
Slide 2 : FEEDBACK What isFEED BACK?
Slide 3 : FEEDBACK Feedback is a process of sharing observations of behavior with an intention of improving performance of an individual. FB
Slide 4 : FEEDBACK Why does feedback play important role?
Slide 5 : FEEDBACK Feedback makes people be more aware of their personal strengths and weaknesses and gives them opportunity to develop personally Feedback helps people to understand the perceptions of others and gives others the opportunity to correct and change negative perceptions
Slide 6 : FEEDBACK Regular feedback ensures that there are no surprises around performance appraisal time Feedback gives people insight in to their strengths and development needs Regular feedback encourages an open environment where people can say what they are feeling and observing
Slide 7 : FEEDBACK One of a leader's responsibilities is to create and utilize a forum for open, constructive communication in which feedback is one important aspect People in @ work very close - that gives us a unique opportunity to see our behavior and its’ effects through team mates eyes, and learn from it
Slide 8 : FEEDBACK RULES OF THE FEEDBACK
Slide 9 : FEEDBACK How to give? Say only what you liked and what need improve (points to improve)
Slide 10 : FEEDBACK 2. There is a two-part and tree-part structure of the feedback:
Slide 11 : FEEDBACK Positive -> To improve
Slide 12 : FEEDBACK Positive -> To improve -> Positive (sandwich)
Slide 13 : FEEDBACK 3. You are expressing your feeling, opinion, observation (no estimate).
Slide 14 : FEEDBACK 4. You are saying “I” instead of “We”, since its is only strictly your opinion.
Slide 15 : FEEDBACK 5. You are talking about what should be improved, you are expressing yous ideas (no tips, no correction, no criticism no evaluation)
Slide 16 : FEEDBACK 6. Focus feedback on behaviour rather than on the person. Refer to what a person does rather than comment on what we imagine he is.
Slide 17 : FEEDBACK 7. Use analogies and examples to illustrate your points.
Slide 18 : FEEDBACK 8. If possible ask people for their assessment before providing yours. People usually appreciate the opportunity to assess themselves first, and are often more critical of themselves.
Slide 19 : FEEDBACK 9. Look together for a solution or for a way of making things better.
Slide 20 : FEEDBACK 10. Focus feedback on the sharing of ideas and information rather than on giving advice. Leave the person free to decide for himself whether he wants to change or not.
Slide 21 : FEEDBACK 1. First of all: Thank the other person for their time and effort in giving you the feedback. How to recive?
Slide 22 : FEEDBACK 2. Don't be afraid to ask for feedback.
Slide 23 : FEEDBACK 3. Don't leap to your own defense.
Slide 24 : FEEDBACK 4. Look on feedback as an opportunity to learn and improve.
Slide 25 : FEEDBACK 5. Check your understanding and ask questions to clarify any grey areas.
Slide 26 : FEEDBACK 6. Ask for specific examples of good and bad behaviors.
Slide 27 : FEEDBACK 7. Control emotions. Avoid letting emotions either prevent you from hearing or distort what you are hearing.
Slide 28 : FEEDBACK 8. Listen carefully to the feedback.
Slide 29 : FEEDBACK 9. Look together for a solution or for a way of making things better.
Slide 30 : FEEDBACK Behavior Impact Outcome BIO model