Giving and Receiving Feedback Half Day Course

$7,562.00

Length in Days: .5

Program Leader Level: All

Online Option: No
Minimum Class Size: 8
Maximum Class Size: 25
Facilitators: 1
Assessments/Prework: Not Applicable

Up to 8 Participants: $7,562

Description

DESCRIPTION: This course teaches the skills that are necessary to both give and receive constructive and positive feedback in a way that maintains relationships and increases performance. Feedback opens the door to discussion and problem solving, and it is essential to personal growth and development. When feedback is given constructively, the receiver of the feedback is more likely to listen nondefensively and take appropriate action. It is important for learners to discover that the receiver of feedback has equal responsibility in creating a comfortable interaction between both parties.

How do you provide effective feedback?

According to Indeed, effective feedback is a way of giving input that can be positive (such as a compliment), negative (such as a corrective measure) or neutral (such as a general observation), but it is always useful to the receiver. It provides recipients with insight or suggestions that contribute to desired outcomes. If you want to give effective feedback, you should aim to be supportive, encouraging and specific on the direction that’s needed to change, improve or continue actions and performance.

Importance of giving and receiving feedback at work

Feedback plays a crucial role in changing behaviors, boosting productivity, and evaluating employee performance at the workplace.

To make sure they keep doing what they are already doing well or what needs to be modified, both employees and their managers have to know what they are doing right and what needs to be changed. As you and your colleagues strive for improvements, you should always challenge yourselves.

Here are some tips from Indeed on how to give feedback :

  1. Know your purpose. To keep things positive and constructive, it helps to have a good reason to give feedback. Be aware of the result you are hoping to achieve and provide feedback from a place of genuine concern, desire to coach or guide your colleague and commitment to support and watch them grow.

  2. Focus on behavior and not the person. Feedback should target behaviors and not how someone looks, thinks, who they are or what they believe. It’s important to avoid making comments directed at personality, intelligence or other personal identifiers and instead keep the conversation pointed at the situation needing discussion.

  3. Focus on how the behavior affected you. The important thing is to only address how you feel or what you like or don’t like and avoid speaking for others or about your opinion on what their intentions might have been. For example, you can let the person know that when they did or said something, it made you feel a certain way.

  4. Ask questions. By starting the conversation with questions, you invite the other person into the discussion. Asking questions also gives you an opportunity to assess their understanding of the situation and hear their point of view.

  5. Be specific. Using specific, detailed examples helps the receiver to create a clear understanding of what the situation is and what behaviors they need to change or continue. Also, when you are specific, the conversation focuses on the exact problem or circumstance that needs addressing.

  6. Be timely. Feedback is most useful when you give it as soon as possible after a certain behavior occurs. Addressing issues earlier on offers transparency and gives someone the chance to immediately put in place necessary behaviors to improve efforts moving forward. Additionally, issuing timely praise reinforces positive performance.

  7. Be aware of the moment. The best time to deliver feedback is not when emotions are high. It’s best to wait for a moment when the receiver is more open to hearing feedback and you are in the right emotional state to give it in a constructive and helpful manner.

Read more about the article here, and check this blog from P2L as well.

OUTCOME:

  • Define feedback
  • Understand the importance of the approach to giving feedback
  • Identify guidelines for giving feedback
  • Demonstrate the ability to use observation versus judgment
  • Apply steps to giving constructive feedback
  • Apply steps to giving positive feedback
  • Apply guidelines for receiving feedback

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