Comment pouvez-vous donner un retour d’information efficace sur les compétences interpersonnelles ?

Clearly define the specific criteria or behaviors related to interpersonal skills that you want to address in your feedback. This ensures that feedback is focused and actionable. When to use: Use this step before giving feedback to establish a clear framework. For example, if you want to provide feedback on communication skills, define criteria such as clarity, active listening, and non-verbal cues.

Effective feedback on interpersonal skills demands a thoughtful and constructive approach. To ensure that your feedback is impactful and encourages positive development, it's crucial to be specific in your observations. Avoid generalizations and pinpoint particular behaviors or actions. For instance, rather than making a broad statement like "You're not a good team player," provide a specific example: "I noticed during the last team meeting, you didn't actively engage in the group discussion." This approach not only makes the feedback more actionable but also allows the individual to clearly understand the areas that require attention, fostering a targeted and constructive improvement process.

Before offering feedback on interpersonal skills, ensure a clear and consistent set of criteria aligned with your client relations role's goals and standards. Tailor these criteria to assess aspects like listening, empathy, collaboration, negotiation, and conflict resolution, considering the recipient's experience, personality, and learning style for effective feedback.

1. Be Specific: Clearly identify the observed behaviour. 2. Be Constructive: Offer solutions and suggestions for improvement 3. Be Timely: Provide feedback promptly after the interaction. 4. Be Positive: Highlight strengths and successes alongside areas for improvement. 5: Be Empathetic: Consider the individuals perspective and feelings.

Defining a clear and consistent set of criteria is crucial for giving effective feedback on interpersonal skills. It provides a clear framework for individuals to understand their strengths and areas for improvement. For instance, when giving feedback on conflict resolution define criteria to effectively handle conflict by remaining calm, actively seeking resolution without escalating situations unnecessarily and compromising if the need be.

Select the appropriate method for delivering feedback, considering the individual's preferences and the context. Methods may include one-on-one meetings, written evaluations, or constructive conversations. When to use: Choose the method based on the nature of the feedback and the relationship with the individual. For example, if the feedback is sensitive, a private one-on-one conversation may be more appropriate than a group setting.

Método SBI (Situação, Comportamento, Impacto): Este método consiste em descrever a situação específica em que o comportamento ocorreu, detalhar o comportamento que você observou e explicar o impacto que esse comportamento causou. Método do Sanduíche: Este método começa com um feedback positivo, seguido de feedback construtivo, e termina com mais feedback positivo. É como um “sanduíche” de feedback. Existem outros métodos disponíveis, mas, escolha o método que melhor se adapta à situação e às pessoas envolvidas. Lembre-se, o objetivo do feedback é promover o crescimento e a melhoria contínua. 😊

Offer a balanced view that includes both positive aspects and areas for improvement. Balanced feedback acknowledges strengths while providing constructive insights for growth. When to use: Use this approach consistently in feedback sessions to maintain a constructive and supportive tone. For example, highlight a team member's effective collaboration while suggesting ways to enhance communication skills.

In delivering effective feedback, it is crucial to strike a balance between positive and constructive elements. Initiating the conversation by acknowledging an individual's strengths and positive behaviors establishes a foundation of encouragement and recognition. By highlighting what they excel at, you create a positive and receptive atmosphere, making the recipient more open to feedback on areas that require improvement. This balanced approach ensures that the individual feels valued and appreciated, fostering a constructive dialogue that is more likely to result in meaningful growth and development.

Balanced feedback acknowledges achievements, guides improvement, and motivates individuals to strive for continuous growth. It fosters a constructive and supportive environment where individuals feel valued and empowered to enhance their skills and performance. First, appreciate the individual's strengths which would set a positive tone for the feedback session. Second, address the areas of improvement and growth. Third, encourage self-reflection to promote self-awareness. For instance, balanced feedback on someone's presentation skills can be: "Your recent client pitch was well-structured, and you engaged the audience effectively. However, to elevate your presentation skills further, consider incorporating more visual elements."

Use real-life examples, evidence, and data whenever possible. This adds credibility to your feedback but also helps the recipient grasp the specifics of your observations. Frame your comments as opportunities for growth and development.

I believe in blend of acknowledging strengths and addressing areas for improvement is crucial for personal and professional growth. It’s a valuable approach to bring out the best in individuals.

O método SBI (Situação, Comportamento, Impacto) é uma estrutura para feedback. Situação: Descreva onde o comportamento ocorreu. Comportamento: Detalhe o comportamento observado. Impacto: Explique o efeito desse comportamento.

The SBI model stands for Situation-Behavior-Impact. Describe the specific situation, highlight the observed behavior, and explain the impact of that behavior on individuals or the team. When to use: Apply the SBI model when delivering specific and structured feedback. For example, "During our team meeting (situation), I noticed you actively listened to your colleagues (behavior), which contributed to a more collaborative discussion (impact)."

From my experience, the SBI model offers a valuable structure for feedback, ensuring clarity and actionability. Start by describing the situation, like "Last week, when you met with the client," then explain the behavior, such as "Interrupting them several times," and conclude with the impact, stating, "It made the client feel frustrated and affected our rapport."

The SBI (Situation-Behaviour-Impact) approach helps to ensure that feedback is detailed, actionable, and focused on observable actions, making it more likely to be understood and effectively utilised by the individual receiving the feedback. For instance, the SBI model highlighting leadership qualities can look something like this - Situation: "During your manager's time off..." Behaviour: "...you took charge by organising regular update meetings and provided clear guidance to team members." Impact: "This instilled a sense of direction and unity amongst them and work was not hampered."

Encourage a two-way dialogue by inviting the individual to share their perspective and insights. This fosters open communication and allows for a mutual understanding of strengths and areas for improvement. When to use: Incorporate this step into your feedback sessions to create an environment of collaboration. For example, ask, "How do you perceive your communication style, and are there areas where you'd like specific feedback?"

Effective feedback is a two-way street. You should foster an open environment for discussion and encourage the individual to share their perspective and feelings about the feedback. This helps individuals feel heard and valued. Focus on instilling a culture where feedback is viewed as a continuous process rather than a one-time event. Regularly discuss progress, identify areas for improvement, and celebrate successes together.

I agree, and incorporating proper coaching and follow-up is crucial for enhancing interpersonal skills. This ensures that the feedback is not only understood but also actively applied. Regular check-ins provide an opportunity to observe and gauge improvement firsthand, despite the qualitative nature of interpersonal skills.

Schedule follow-up conversations to track progress and provide ongoing support. Follow-up reinforces the importance of continuous improvement and demonstrates a commitment to the individual's development. When to use: Use follow-up discussions periodically after initial feedback to assess growth. For example, schedule a follow-up meeting to discuss the individual's efforts in implementing suggested improvements and offer further guidance if needed.

Follow-up is an integral part of the feedback-giving process as it reinforces the importance of feedback, allows for ongoing support, and ensures that individuals have the opportunity to implement changes. For instance, you give feedback to a team member about their communication style, suggesting they should not narrate stories but rather be crisp and clear to the point. In the subsequent team meetings or your 1:1 sessions, you recognise and appreciate the instances where they demonstrated improved communication and offer additional guidance if needed.

Your approach to the final step of giving feedback should be comprehensive and thoughtful. Following up not only demonstrates your commitment to the person's development but also strengthens the professional relationship through trust and ongoing support. This proactive approach is likely to contribute positively to interpersonal skill improvement and overall client relations.

Follow up really speaks volume to employees this shows you care and you wants them to excel in there interpersonal skills and experience along with honest feedback.

To further support an individual's growth in interpersonal skills, it is beneficial to offer development opportunities. Recommending relevant training, workshops, or additional resources demonstrates a genuine investment in their professional and personal development. By suggesting specific avenues for improvement, you provide the individual with actionable steps to enhance their skill set. This proactive approach not only underscores your commitment to their success but also empowers them to take initiative in honing their interpersonal abilities. Offering development opportunities reinforces a collaborative effort toward continuous improvement, fostering a culture of learning and skill enhancement within the team or organization.

One thing I've found helpful is to connect with the individual on a human level. Less jargon, lesser templates. Have an open conversation. People come from different strata of life, different upbringing and exposure. What works for one ,may not work for another. The feedback methodology should be flexible. SBI is good, but how do we gauge the behavioral aspect if we fail to see the entire picture!