Feedback is a powerful tool for growth

–and how it’s delivered really matters.

There are various formats and approaches to feedback, and it’s worth considering how you personally prefer to receive it. Reflecting on this can lead to more meaningful conversations, better outcomes, and a deeper understanding between you and your colleagues or manager.

Feedback Formats

When it comes to giving and receiving feedback, there are multiple formats available, each with its own benefits. Here’s a look at some of the most commonly used models:

– SBI (Situation-Behavior-Impact): This widely used model focuses on providing feedback by describing a specific situation, the observed behaviour, and its impact. It’s clear, concise, and focused on the facts, which makes it an excellent choice for providing constructive feedback in a professional setting.

– 360-Degree Feedback: This method involves gathering feedback from a range of people, including peers, subordinates, and managers. It offers a more holistic view of someone’s performance and can be especially useful for personal development in leadership roles.

– Feedforward: Instead of focusing on past behaviour, this approach looks to the future. The aim is to provide suggestions on how to improve moving forward, making it a positive and forward-thinking alternative to traditional feedback.

– Open Feedback: This style encourages ongoing, informal feedback. It’s more conversational and spontaneous, allowing for immediate responses and discussions about performance, strengths, and areas of improvement.

Feedback isn’t a one-size-fits-all scenario. How do you like to receive it? Understanding your own preferences can enhance both the giving and receiving of feedback.

Types of Feedback Available

There are various types of feedback you might encounter in the workplace. Each serves a unique purpose and can be adapted to suit different situations:

– Positive Feedback: Reinforces good behaviour or performance, encouraging more of the same. It can build confidence and morale.

– Constructive Feedback: Focuses on areas that need improvement, offering suggestions and ways to grow. It’s often seen as critical but should be approached with care to remain helpful and not demotivating.

Advice? Would you like constructive advice to follow the feedback? Some people prefer direct suggestions on how to improve, while others might want time to reflect and then discuss possible next steps.

– Negative Feedback: Highlights poor performance or mistakes. While it’s important to address issues, negative feedback should be balanced with constructive suggestions to avoid discouraging the recipient.

– Developmental Feedback: Aimed at fostering growth and development over time. It tends to be more focused on long-term skills and behaviours rather than immediate actions.

Discussing Feedback Preferences

Once you’ve reflected on how you like to receive feedback, it’s important to communicate your preferences to your manager or team. Being upfront about what works best for you can help create a more comfortable and productive feedback environment. Here are some examples of how you might frame this conversation:

– Format: “I find it helpful when feedback is structured around specific examples, like the SBI model. That way, I can better understand what worked well or where I need to improve.”

Do you find structured models like SBI helpful, or would you prefer a more informal approach? While the SBI model is great for clarity, perhaps a more open conversation works better for you, where you can dive deeper into specific areas.

– Timing: “I prefer receiving feedback earlier in the day so that I have time to reflect and address any concerns without it weighing on my mind overnight.”

Is it better to receive feedback immediately, or would you prefer to have it after you’ve had time to reflect on a project?

– Place: “I appreciate written feedback because it allows me to review and reflect on it. If needed, we can then have a follow-up meeting to discuss it further.”

Do you like to receive feedback in a formal meeting, or would you prefer it in writing so that you can review it in your own time? Maybe a follow-up meeting would help clarify points and set future goals.

How to Receive Feedback You Don’t Want to Hear

Receiving feedback that you may not want to hear can be challenging, but it’s a critical part of personal and professional development. No one enjoys hearing negative or critical comments, especially when they’re unexpected. However, learning how to handle this type of feedback with grace can help you grow and improve in meaningful ways. Here are some strategies to consider:

– Pause Before Reacting: Your first reaction might be defensive, but it’s important to pause and give yourself a moment to process the feedback. This allows you to approach the situation calmly, rather than reacting emotionally.

– Listen Actively: Even if the feedback is hard to hear, it’s crucial to listen carefully. Don’t interrupt or dismiss the person giving the feedback. Show that you’re open to their perspective by maintaining eye contact and using positive body language. This will also help build trust and show that you respect their opinions.

– Clarify and Reflect: If the feedback is unclear or feels too general, ask questions to gain a better understanding. For example, you could ask for specific examples or more details about how certain behaviours or actions impacted others. After clarifying, take time to reflect on the feedback. What can you learn from it? How can you apply it to improve your performance or behaviour?

– Separate the Message from the Delivery: Sometimes, feedback may be delivered in a way that feels harsh or unprofessional. Instead of focusing on how the message is delivered, focus on what is being said. Extract the valuable insights that you can use to grow, even if the tone or wording wasn’t ideal.

– Thank the Person for Their Feedback: Even if the feedback was difficult to hear, showing appreciation for the other person’s input can strengthen relationships and create a more open environment for future conversations. It also shows emotional maturity and professionalism.

Applying Feedback to Improve

The real value of feedback comes from how you apply it. Here are some ways to effectively implement the feedback you receive:

1. Set Specific Goals: After receiving feedback, create specific, measurable goals for improvement. This helps you stay focused and track progress over time.

2. Develop an Action Plan: Create a step-by-step plan for how you’ll address the feedback. For example, if you receive feedback about improving your communication skills, you might sign up for a public speaking course or start practising more active listening techniques.

3. Follow Up on Feedback: Let the person who gave you feedback know what steps you’re taking to improve. This not only shows that you value their input but also helps build accountability for your development.

4. Ask for Further Feedback: Once you’ve implemented changes, seek follow-up feedback to assess whether the adjustments you made were effective. Continuous feedback ensures that you’re always moving in the right direction.

Being receptive to feedback is not just about accepting praise or criticism. It’s about fostering a growth mindset—recognising that there is always room for improvement.

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