Presentation is loading. Please wait.

Presentation is loading. Please wait.

Feedback. The Johari window Known to self Unknown to self Known to others Open A s k Blind Tell Tell Unknown to others Hidden Unknown.

Similar presentations


Presentation on theme: "Feedback. The Johari window Known to self Unknown to self Known to others Open A s k Blind Tell Tell Unknown to others Hidden Unknown."— Presentation transcript:

1 Feedback

2 The Johari window Known to self Unknown to self Known to others Open A s k Blind Tell Tell Unknown to others Hidden Unknown

3 Constructive criticism: Praising is easy Praising is easy Criticising is even easier Criticising is even easier Constructive criticism requires Constructive criticism requires –Listening skills –Criticising skills

4 Listening skills Non-verbal behaviour: attention/eye- contact/positive feedback Non-verbal behaviour: attention/eye- contact/positive feedback Focus comments on the experience to the speaker Focus comments on the experience to the speaker Accepting ideas and feelings & not dismissing explanations Accepting ideas and feelings & not dismissing explanations Empathy Empathy Probing ("you said that.." "tell me more about...") Probing ("you said that.." "tell me more about...") Summarising to check understanding Summarising to check understanding Widen discussion by suggesting alternatives Widen discussion by suggesting alternatives

5 Criticising skills Let the person in the hot seat speak first - often is realistic! Let the person in the hot seat speak first - often is realistic! Good points first Good points first Plan a solution to the problem Plan a solution to the problem Be sensitive to the person Be sensitive to the person Show interest and involvement Show interest and involvement Be constructive Be constructive –Show that the problem exists –Encourage suggestions of improvements One point at a time One point at a time Criticise the act not the individual Criticise the act not the individual

6 Giving Feedback The process of review is important to us all - we can all learn from both our mistakes and our successes. Successful review requires an ability to give and receive feedback honestly, clearly and effectively.

7 Giving Feedback Feedback should always be positive and supportive. Feedback should always be positive and supportive. Feedback is non-judgemental, clear information to the other person. Feedback is non-judgemental, clear information to the other person. Your own thoughts, feelings and opinions by making 'I' statements (rather than 'you' statements). Your own thoughts, feelings and opinions by making 'I' statements (rather than 'you' statements). You speak directly to the other person (rather than talking about them to others). You speak directly to the other person (rather than talking about them to others). You comment on the behaviour, not the person. You comment on the behaviour, not the person. You are specific in your comments. You are specific in your comments. You may suggest constructive ways of improving behaviour/ performance. You may suggest constructive ways of improving behaviour/ performance.

8 Receiving Feedback When you are receiving feedback from others, whether criticism or praise, do not let your feelings get in the way of using the important information which is being offered.

9 Receiving Feedback Listen actively without comment until the other person has finished speaking (avoid interrupting with explanation or defence). Listen actively without comment until the other person has finished speaking (avoid interrupting with explanation or defence). Accept compliments assertively - own Your strengths. Accept compliments assertively - own Your strengths. If the feedback is 'loaded' in some way, do not immediately rise to the defensive or crumple in dismay. Express your feelings about the statement: 'I feel angry/upset/confused when you say that'. If the feedback is 'loaded' in some way, do not immediately rise to the defensive or crumple in dismay. Express your feelings about the statement: 'I feel angry/upset/confused when you say that'. Ask for comment on your behaviour rather than your personality. Ask for comment on your behaviour rather than your personality. If the feedback is vague, ambiguous or generalised, ask the speaker to be more specific: 'What exactly was it about my behaviour in the situation which you liked/disliked?' If the feedback is vague, ambiguous or generalised, ask the speaker to be more specific: 'What exactly was it about my behaviour in the situation which you liked/disliked?' Ask the speaker how they would rather have you behave. Ask the speaker how they would rather have you behave.

10 Receiving Feedback Do not swallow criticism whole; look for consistent feedback from a number of people before you do. Take responsibility for which aspects of the feedback you will act on - it is your choice to change your behaviour.

11 Receiving Feedback Listen to the feedback rather than immediately rejecting it or arguing with it. Listen to the feedback rather than immediately rejecting it or arguing with it. Be clear about what is being said. Be clear about what is being said. Check it out with others rather than relying on only one source. Check it out with others rather than relying on only one source. Ask for feedback you want but don't get. Ask for feedback you want but don't get. Decide what you will do as a result of the feedback. Decide what you will do as a result of the feedback.


Download ppt "Feedback. The Johari window Known to self Unknown to self Known to others Open A s k Blind Tell Tell Unknown to others Hidden Unknown."

Similar presentations


Ads by Google