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Presentation transcript:

Feedback

The Johari window Open Blind Hidden Unknown Known to self Known to self Unknown to self Known to others Open Ask Blind Tell Unknown to others Hidden Unknown Fiona

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

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

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

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.

Giving Feedback Feedback should always be positive and supportive. Feedback is non-judgemental, clear information to the other person. 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 comment on the behaviour, not the person. You are specific in your comments. You may suggest constructive ways of improving behaviour/ performance.

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.

Receiving Feedback Listen actively without comment until the other person has finished speaking (avoid interrupting with explanation or defence). 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'. 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?' Ask the speaker how they would rather have you behave.

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.

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