Unit 5-Lesson 3

Unit 5: Presenting your Work

Lesson 3: Giving and receiving feedback

Learning outcomes

Give constructive feedback correctly.

Accept feedback and how to use that feedback to improve performance.

Feedback

Feedback is an essential part of a person's growth and development, both personally and professionally. When done the right way, constructive feedback can facilitate learning at school, in the workplace, and beyond. Effective feedback is a way of giving input that can be positive (such as a compliment), negative (such as a corrective measure) or neutral (such as a general observation), but it is always useful to the receiver. Feedback helps empower individuals to improve, being aware of areas of expertise and areas for improvement can help focus your attention on becoming a more productive learner.

Giving Feedback

Focus on behavior and not the person

Know your Purpose

Ask questions

Be specific

Be empathetic and respectful of other's feelings

Don't use judgmental or insulting language

Advocate for a growth mindset

Use a passive voice

Know how others prefer to get feedback

Consider other ways to communicate feedback

Don't use judgmental or insulting language

Only share helpful feedback

Receiving Feedback

Be receptive to constructive feedback

Take time to process the feedback

Ask for feedback often

Try to use all forms of feedback positively. Think of ways to change your behavior that might lead to better results. If you are unsure of where to start, ask for suggestions.

If you ask for feedback, it eliminates the surprise when you receive it, so you can be more open to using the advice given to learn and improve.

Try to listen intently to the feedback given and process it thoroughly by writing it down and using it to create goals.

Own your mistakes and move forward

Be willing to grow

Be thankful for the feedback

Success involves learning from your setbacks, too. Acknowledge that you made a mistake and decide to try things differently moving forward.

Think of feedback as an opportunity to grow rather than criticism about your current performance. Growth helps you to improve, advance and achieve goals.

Thank the person who offered you feedback to show them you not only listened and understood but also accept what they said.

Skills Developed Through giving and receivnig feedback

1. Creativity 2. Critical thinking 3. Communication skills 4. Problem solving 5. Self-confidence 6. Active learning

Using feedback to Improve Performance

Develop a plan to improve

Practice the actions

Reflect on the outcomes

Seek coaching

One of the keys to getting people to use feedback is building a culture of tacit accountability

Decide on the skill to improve and start practicing it

When you apply new skills or behaviors, it is important to reflect on their impact.

The first step would be to assess what behaviors or actions would lead to improvement

Any questions?

THANK YOU!

Try to keep your feedback constructive so that it can help your colleague improve.

By starting the conversation with questions, you invite the other person into the discussion. Asking questions also allows you to assess their understanding of the situation and hear their point of view.

Using specific, detailed examples helps the receiver to create a clear understanding of what the situation is and what behaviors they need to change or continue. Also, when you are specific, the conversation focuses on the exact problem or circumstance that needs addressing.

To keep things positive and constructive, it helps to have a good reason to give feedback. Be aware of the result you are hoping to achieve

People may like to receive feedback in different ways. Some may enjoy the challenge of learning what skills they can improve from straightforward, constructive criticism, while others may prefer a gentler approach with suggestions and guidance for improvement.

Avoid providing positive feedback and then adding “but” at the end of your sentences. This can come across as insincere. If possible, try to highlight strengths and weaknesses separately in the feedback sessions.

It's essential to show professionalism and provide suggestions that can help your peer improve. Have empathy and consider how you may feel and react to similar feedback.

It is unnecessary to provide all feedback in person. In some circumstances, you can use digital tools to send your feedback.

A growth mindset finds value in the process rather than the outcome. If a person doesn't succeed in their attempt, a growth mindset focuses on minor achievements throughout the process and considers how they can use the advice to carry out future endeavours.

For example, instead of saying, "The forms were late because you forgot to send them," try saying, "The forms were late because they weren't sent on time."

Avoid providing positive feedback and then adding “but” at the end of your sentences. This can come across as insincere. If possible, try to highlight strengths and weaknesses separately in the feedback sessions.

Feedback should target behaviors and not how someone looks, thinks, who they are or what they believe.