Feedback in a Team

What is a Feedback? It is type of Communication that we give or get

Some times also called criticism – WRONG Feed back – a rocket It tells how they are performing and how it affects

the environment around them Helps them to become more effective It is giving and receiving Connects people We learn to see us as others see us Ingredients – Caring, trusting, acceptance,

openness, and moral courage

Receiving Feedback Some take it only as criticismSome want to hear only praiseSome take/ask for it – make use of itThere is positive or negative way of

accepting feedback

Negative/Closed Style of Accepting Feedback

Defensive: defends personal actions, frequently objects to feedback given.

Attacking: verbally attacks the feedback giver, and turns the table.

Denies: refutes the accuracy or fairness of the feedback.

Contd………

Contd ……Disrespectful: devalues the speaker, what the speaker is saying, or the speaker's right to give feedback.

Closed: ignores the feedback, listening blankly without interest.

Inactive listening: makes no attempt to "hear" or understand the meaning of the feedback. Contd….

.

Contd ….

Rationalizing: finds explanations for the feedback that dissolves any personal responsibility.

Patronizing: listens, but shows little interest.

Superficial: listens and agrees, but gives the impression that the feedback will have little actual effect.

Positive/Effective Feedback Supportive: delivered in a non-

threatening and encouraging manner. Direct: the focus of the feedback is

clearly stated. Sensitive: delivered with sensitivity to

the needs of the other person. Considerate: feedback is intended to not

insult or demean.Descriptive: focuses on behavior that can

be changed, rather than personality

Contd…….Specific: feedback is focused on specific

behaviors or events.Healthy timing: given as close to the prompting

event as possible and at an opportune time. Thoughtful: well considered rather than

impulsive.Helpful: feedback is intended to be of value to

the other person.Avoid historical references: Present

information on "here and now" as opposed to "there and then"

Five Feedback Types Evaluative:Makes a judgment about other person, evaluating worth

or goodness. Big difference between judging a person and his actions. A personal evaluation judges the whole person and

implies that this is a personal and unchangeable attribute.

Negative personal evaluation can be very uncomfortable for the other person, e g “ You are very lazy.”

Positive personal evaluation, on the other hand, is very flattering. e g, “You are a lovely person.”

Behavioral evaluation judges the action, but not the person. This makes negative evaluation easier for the other person to accept e g, “That was not a very nice thing to do.”

Contd…… Interpretive: You seek to test your understanding of what has

been said by interpreting and paraphrasing back to the other person what you think has been said.

This is typically followed by a question to allow the other person to agree with your interpretation or offer a correction, e g, “So you are interested in joining the club -- is this right?”

Testing understanding is generally a very good thing to do.

It is generally flattering too, as you are showing active interest in what they are saying

Contd…..Supportive: You seek to support the other person in some way. In flattery, you support the other person's ego by telling

them they are good in some way (whether or not this is true). For example, “That was truly awesome! Can you sing it again, please? You look wonderful!”

With developmental supportive feedback, you seek to help the other person change in some way. This is not always easy, as some criticism may be involved. For example, “Your singing is improving. You could try recording it and listening to the opening few notes.” or “Hmm. I think the red dress suits you better.”

Supportive feedback can be reversed with the deliberate purpose of damaging the other person's ego in a personal attack: For example,

That was awful! You should give up singing.You look dreadful.

Contd……..Probing: Probing seeks to find more information by

asking deeper questions that seek specific information. For example,

“Could you tell me more about what happened? ... What happened next? ... What size was it? ...” ‘Why do you think that happened?”

Contd……..Understanding: At the 'understanding' level, you are seeking

to understand not just what was said, but the whole person underneath.

This not only shows that you are listening to the inner person, but also that you truly understand.

For example, “It sounds like you have personal experience of this. Would you like to talk about it?”

……………………………………………………………………………

Thanks