1 / 18

Interpersonal Feedback

Interpersonal Feedback. Issues and skills for.. Sharing the impacts of behavior Ask for it!. Johari window. In General. Positive feedback Hardly anybody gets enough Besides listening, providing + feedback is a key skill for winning Negative feedback

dong
Download Presentation

Interpersonal Feedback

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Interpersonal Feedback • Issues and skills for.. • Sharing the impacts of behavior • Ask for it!

  2. Johari window

  3. In General • Positive feedback • Hardly anybody gets enough • Besides listening, providing + feedback is a key skill for winning • Negative feedback • Hard to deliver - especially blind or hidden • But it rarely helps to avoid the news • Useful if constructive • Usually as much about the giver as the receiver

  4. Questions - pick one • What conditions makes it easier to provide constructive feedback to another person? • Why do team members and managers rarely ask for feedback? • What does the ‘receiver’ need to keep in mind or do in order to realize value from feedback? • How can you make your feedback ‘constructive’?

  5. The Key Points: • Be descriptive and specific • Share feelings and the impact on you! (it’s never about ‘truth’ or the other person.. It’s your perception) • Share where there is trust; ask first • Whether Positive or Negative, Feedback is sharing about YOU, not judging THEM.

  6. Learn By Doing • Think of something someone outside of your group has done that you valued (not Steve!) • Think of a specific example, and what you felt or liked • Go share the positive feedback NOW! Thanks!

  7. Feedback ..when we need to be careful.. • Always be as supportive as you can, but don’t ‘collude’ by discounting yourself • Frame feedback as questions.. Be open to learning • Honor the common values and purposes

  8. Some Steps in being careful.. • Step 1: Set the stage by asking if the person wants feedback • Say that you want to talk about the behavior or incident, not the person • Admit that it's not easy • Acknowledge strengths and personal potential • Share in order to help them get to their, our shared goals • Share questions in order to understand

  9. Step 2: Describe objectively the event, behavior, or incident • Do not be general • Avoid accusations (mind-messing)

  10. Step 3: Describe your feelings and concerns • Focus on the behavior and your reaction — not on the individual or their personality • What happened, and what were you afraid that it might mean? • What was it that you both wanted which might have been sacrificed?

  11. Step 4: Suggest an alternative for the future • Be prepared to discuss additional alternatives • Keep the discussion on what you both want. • Keep the discussion on solutions, not who is right.

  12. Applications to Management • Performance Appraisal is mandated from on high; it's rarely performed among executives. • Most research shows more negative effects from performance appraisal than positive ones • Clarifying expectations ahead of time is usually smart; ask to know how you’ll be evaluated. You know what “assume” means? • Case and incident approaches facilitate learning • People usually need feedback from somebody other than the boss • Recognition programs work

  13. Share and learn! Bottom Lines • Enrich lives by providing more positive feedback • Asking for constructive feedback makes you a stronger person • People respect those who genuinely want feedback • Committing to authentic relationships is healthier than collusion • There is hardly any other way to grow Ask and grow!

  14. Live and learn • How will you practice feedback skills today? • Interpersonal Perception Worksheet -- what a gas! Let's do it!

More Related