Feedback, The Breakfast of Champions!
“Feedback is the breakfast of champions”. This is a quote by Ken Blanchard. It is imperative to get the most from our most valuable resource…the people! With that in mind, this post is about how to get the most from staff, while guiding staff to be more productive, continue to develop, and feel fulfilled! Giving Feedback is a critical skill to growing and developing people. Feedback is foundational to a managers success, just like breakfast is foundational to our body! Let’s look at the key components of Giving Feedback.
Feedback is first and foremost about learning, developing and changing. Building the skill of giving feedback and being open to receiving feedback from others are critical skills for effective management today. And, increasing our efficiency in giving feedback will nourish our communication tool bag.
So, what is feedback? Feedback is meant to be an objective message about behavior and consequences, either as a recognition of a job well done or a suggestion on how to improve in the future. Keep it future focused on the outcome wanted! The goal is to encourage the recipient to move forward by growing, learning and changing.
Feedback is multi directional: up to those to whom you report, down to those you manage, and laterally to your colleagues. If you want to improve, you must learn how to give it as well as receive it!
When do you give feedback? People tend to give feedback right away. The right time depends on the recipient. Do your best to determine whether the person is ready to accept and swallow your feedback or the feedback may not be heard. Give Positive Feedback often!
What do you give feedback for? Job skills (learning a new computer program), Time Management (prioritizing tasks), Work Process (establishing a routine), Knowledge (learning something new about a particular subject).
How do you prepare to give feedback? Gather all the data and facts you want to present. Consider the recipient’s point of view. Anticipate their response. Adapt your communication style to theirs. Be sensitive to their age, gender, race etc.
Finally, how to actually give a feedback session: In Small Bites!
- Identify a specific employee behavior you want to address (be precise and concise)
- Stop talking and listen! Listen to what is being said and look for what is not being said through body language, energy, tone, etc. Listen Actively!
- Agree on what the issue is (focus on performance, skills, behavior)
- Agree on an action plan (work together, consider options)
- Follow up! (set a date to follow up, when you see positive change, acknowledge the improvement!)
Gold Nugget: Praise in Public; Criticize in Private!
The goal of feedback is to continually improve performance and help others grow and develop through constructive conversations where all parties are open, kind and keep in mind the issues and stay away from personal and/or character attacks.
So, when it’s your turn to give feedback, serve it up in a tasteful manner and when it’s your turn to receive feedback, swallow it and know it is feeding and fueling your future!
Check out the link below to a You Tube video by Marshall Goldsmith titled: FeedForward Enjoy!
http://www.youtube.com/watch?v=tFX74GIxca4&feature=related
