Feedback can appear easy, especially when positive (e.g., "Thank you," "Well done").
Difficulties arise with negative feedback or addressing disruptive behavior.
Feedback is categorized as either general or specific, and positive or developmental.
Types of Feedback
General Positive Feedback
Examples: "Your presentation was great," "The meeting went well," "You are approachable."
Provides a short-term boost but lacks specifics to help replicate behavior.
General Developmental Feedback
Examples: "Disappointed with your performance today," "You need to be more effective," "Your objectives are not SMART."
Indicates something was wrong but lacks specific details on what needs improvement.
Initiator often assumes the recipient understands the feedback and expectations.
Specific Feedback
Specific Positive Feedback
Example: "Your presentation was great. You had a confident tone and engaged your audience with good eye contact, open body language, and open questions. This relaxed the group, leading to better questions and shared views."
Helps recipients understand the specific behaviors that were successful, enabling them to replicate these behaviors.
Specific Developmental Feedback
Example: "As chairperson, you let agenda items overrun, causing some important items to be missed. Next time, set ground rules at the start to keep control."
Details what the person did and its impact, provides alternative actions and the positive impact they could have.
Tips for Giving Feedback
Be Specific: Focus on behavior, not the person.
Stick with Facts: Address actions or words, not character.
Be Timely: Give feedback soon after the event.
Be Concise: Avoid diluting the message with unnecessary details.
Be Yourself: Use "I noticed" and "I felt" for genuineness.
Be Positive: Truthful feedback supported by leadership behaviors.
Thank Them: Show appreciation for their attention and efforts.
Tips for Receiving Feedback
Be Positive: Understand the intent behind the feedback is to help.
Actively Listen: Aim to understand without reacting defensively.
Acknowledge the Feedback: Recognize it's not easy for them to give feedback.
Check Understanding: Ask for clarifications if needed.
Chosen Response: Respond in your own time and acknowledge the feedback.
Say Thanks: Show appreciation for the feedback.
Apply Structures: Use frameworks and plan for giving feedback.