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Feedback for Success
By Michael | January 28, 2010
“Truly great leaders spend as much time collecting and acting upon feedback as they do providing it”.
- Alexander Lucia
Feedback is a topic we frequently talk about and have been requested to do so once again. Giving quality feedback is a gift and requires courage; receiving it also takes courage along with the willingness to listen.
How many times have you wanted to provide someone with feedback but were reluctant to do so for a variety of reasons? What’s your biggest obstacle?
A good way to get started is to remain fact based and have specific examples that support your point. By doing this your feedback will not be emotion based.
Let’s say someone did something that angered or disappointed you. What was it that caused that feeling? You can share that you became angry or were disappointed but you need to be specific. ex. “I was disappointed when you told me you were going to do “x” yet you did “y”". “I became angry when you changed our contract without consulting with me”. “Yesterday during our staff meeting you refused to participate in the discussion yet you rolled your eyes and tapped your pencil in what I perceived as opposition. Was my interpretation incorrect?”
Receiving feedback can also provide challenges and a key point to remember is that you have the choice to act on that feedback or disregard it. What we do suggest is that you listen to what is being shared with you, consider that the intent is positive, and allow time to process what you were told. There’s no need to respond immediately to the feedback. Think about the message. Can you relate to the message at all? Is it something you’d like to work at changing?
I remember being told by a staff member that I was a control freak and I immediately became defensive and denied it. I realized it took courage to deliver this message, and after giving it more thought (over a few days!) I became aware of my actions that caused “control freak” issues.
Let’s say you were provided with feedback you absolutely could not relate to. Listen to what you’re being told, don’t deny it, but be aware of it. Sometimes only one individual reacts or feels a particular way. If however you hear that same message from more than one person you need to take more time to understand what behaviors you’re exhibiting that are causing the reaction.
Feedback consists of both giving and receiving. Make sure it’s frequent, consistent, timely and meaningful! Do you have any obstacles to overcome?
We’re here to help!
Sincerely,
Michael W. Kublin
mkublin@peopletekcoaching.com
Jan Mayer-Rodriguez
jan@peopletekcoaching.com
“Feedback is the breakfast of champions”. - Ken Blanchard
“Feedback is not criticism. Feedback can include comments that are positive, and comments that encourage improvement”.
- Adam Young
For more information about PeopleTek visit our website
Or contact:
Mike Kublin - email mkublin@peopletekcoaching.com phone 1.888.565.9555 x711 or
Jan Mayer-Rodriguez
email jan@peopletekcoaching.com
phone 1.888.565.9555 x712
Webinar – Want Better Results? Be A More Effective Leader
ANNOUNCEMENT
Mike Kublin will be presenting: “Discovering your role as a Leader in IT Service Management” at the Signature Grand on Thursday, March 18th
8 Steps For Feedback
1. ASK
2. LISTEN
3. THINK
4. THANK
5. RESPOND
6. INVOLVE
7. CHANGE
8. FOLLOW-UP
To find out more about our programs to increase your organization’s success
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- Sarah E. Needleman, WALL Street Journal Aug 25, 2009
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