Here's how you can deliver honest and empathetic feedback.

Encourage team members to provide a self-assessment of their work before giving your feedback. This approach helps you understand their perspective.

Agree. Context is everything when it comes to feedback. It’s not just about what was done but how it was done and under what circumstances. Recognizing efforts and constraints shows respect and builds trust.

Every team member needs and wants feedback. At the same time, they want it to be meaningful. Remember the bigger picture. Then, dive into the specifics. Give employees actionable steps for improvement.

Once at work, and before giving feedback on a recent project, I took time to understand the context and challenges my team faced. This made my feedback more relevant and empathetic. Acknowledging their efforts and constraints showed that I valued their hard work. The team felt appreciated and understood, which fostered a positive environment and encouraged continuous improvement. It was a powerful reminder of the impact thoughtful feedback can have on team morale and performance.

Firstly, it’s essential to be sincere. Show genuine interest in the other person's growth. If you can't identify any positives in that person, you're not in a position to provide feedback, as your perspective may be biased and lacking in empathy. Assuming you have a sincere understanding of their strengths, acknowledge these to build trust. Rather than immediately pointing out areas for improvement, collaboratively explore potential growth opportunities.

I've found that specificity is absolutely crucial. Instead of vague remarks, I focus on pinpointing exact areas for improvement and highlighting specific successes. This approach not only clarifies expectations but also boosts morale by showing that I recognize and value their efforts. By paying attention to the details, I ensure my feedback is constructive and motivating, fostering a culture of continuous improvement and excellence in our team's work.

Unspecific fb is not useful. Imagine your boss giving you ve fb by saying "I liked what you did this morning. Keep it up"! I might wonder if it was the help I gave a team member or the conflict I resolved in this morning's meeting that's being appreciated. What behavior should I repeat? After all that's the idea behind giving ve fb. If it's -ve fb, being unspecific can be even more damaging. If you don't know what's not appreciated, you may end up repeating it. When giving fb, specifically state what you appreciate/dislike. Tell them the impact of the behavior. If it's ve, say you would like to see more of it. If it's -ve, ask how they could do better. And never delay fb more than 24 hrs!

Ground your feedback in the specific context of the task or project. Highlight how specific actions or decisions impacted outcomes, reinforcing the link between behavior and results.

Ensure your feedback is balanced by highlighting both strengths and areas for improvement. This approach not only boosts morale but also provides a comprehensive view of performance, fostering a growth mindset and encouraging continuous improvement.

Delivering feedback can be tricky. How can you ensure it's both honest and empathetic? The key lies in being specific. But how can you achieve this? Here are a few steps to guide you: - Focus on specific behaviors: Mention exact actions rather than general traits. - Use clear examples: Provide concrete instances to illustrate your points. - Explain the impact: Describe how their actions affect the team or project. - Offer actionable suggestions: Give precise advice on how they can improve. By following these steps, you’ll deliver feedback that is not only honest and empathetic but also constructive and actionable.

It certaily always is. Positive feed back, in most case is what everyone wants to hear. If any correction is necessary to be done, I apply the "sandwich" method. Talk first of the positive things some one has, comments on things could be done better, and finish again with a positive opinion. “To sweeten or sugar the pill”, some other call it. Some times necesary, if we want the project continue to positive results. A good wish, but it works most of the times.

Prompt team members to reflect on their own performance and identify areas for improvement before discussing feedback. This self-assessment encourages accountability and proactive engagement in personal development goals.

Always keep the positive and the key areas of success first. People resist feedback as criticism is top of mind. So the good job and any further improvements to be highlighted. The growth and improvement or any correction needs to be positive so that the individual is confident and does not feel threatened.

Tailor your positive feedback to the individual’s unique strengths and contributions. Personalization shows that you genuinely understand and value their specific role and efforts.

Starting Positive in giving feedback sets the tone for the rest of the conversation, and the ones receiving the message will be paying more attention to what you like to share, and will appreciate your feedback more. Always start from a Positive perspective, with Positive Intentions.

Pour pouvoir exprimer son empathie il faut d'abord se connecter à soi et ses ressentis et faire le tri nécessaire pour ensuite être disponible aux ressentis de l'autre.

Ser empático no significa simplemente ser simpático. La empatía va mucho más allá de las palabras; es un compromiso profundo de escuchar y comprender la realidad del otro. Ser empático es acompañar la transformación de la otra persona, comprendiendo y aceptando que su realidad es diferente a la nuestra. Podemos ofrecer consejos cuando se nos piden y colaborar en su transformación siempre que la persona acepte un proceso de aprendizaje. Por eso prefiero 'acompañar' en lugar de 'ayudar'. Acompañar implica estar presente en su camino de crecimiento, mostrando empatía en cada paso. La empatía en la retroalimentación es, sin duda, el camino hacia un cambio positivo y duradero."

Empathy in feedback is understanding the recipient's thoughts and viewpoints and responding appropriately and generously. Be mindful of your tone and setting. The method you provide feedback important to how it is received. Select a private environment to ensure confidentiality and respect. Speak quietly and with a supportive tone. Validate feelings, and accept that receiving feedback might be difficult. Showing support by allowing for their opinion, this not only demonstrates that you value their feedback, but it also allows you to better understand feedback.

Empathy is the most powerful tool for respectful and appreciative interaction. This not only improves communication and the atmosphere in the team, but also makes employees feel understood and seen. Empathy means that you meet on an equal footing, show understanding, and take the personality of the person into account. A feedback culture that only exists because it is written somewhere on paper makes no sense at all if there is no real interest in engaging with the individual person, looking behind, supporting them, building real trust, and accompanying them. In my view, soft skills such as empathy are far more important than pure job-related skills and should be given much more consideration when selecting management positions.

Express Empathy or Be Empathetic? To deliver "honest and empathetic feedback," it's crucial to express empathy rather than just being empathetic. Being Empathetic involves understanding and sharing the feelings of others internally. Expressing Empathy, on the other hand, means actively communicating that understanding to the feedback recipient. This distinction is vital because expressing empathy helps the recipient feel heard and valued, making them more open to receiving and acting on the feedback. In my opinion, expressing empathy establishes a supportive environment that encourages growth and positive change, ensuring the feedback is both effective and well-received.

When giving feedback, it's crucial to offer solutions along with criticism to empower positive changes. Be constructive by suggesting actionable steps for improvement. Encourage collaboration by offering help or resources to support growth and development.

Ao longo da #minhatrajetoria foi acontecendo uma simbiose entre o Professor e o Gestor, o que me ajudou a avançar nas duas carreiras. Como Gestor usei meus conhecimentos pedagógicos e técnicos para poder justamente oferecer suporte a minha equipe no seu desenvolvimento, indicando técnicas, ferramentas, cursos, livros, filmes e todos os recursos disponíveis para que pudessem avançar onde tinham oportunidade. Assim como procurava identificar suas fortalezas e como podiam suprir algumas necessidades com aquilo que faziam de melhor, pois não é posivel ser bom em tudo. pelos feedbacks que recebo, isso parece ter surtido efeito.

Here are a few ideas: Be specific: Focus on specific behaviors or actions that need improvement or have had a positive impact. Provide concrete examples to support your feedback. Offer constructive suggestions: Provide actionable suggestions for improvement, framed in a positive and supportive manner. Highlight the potential benefits of implementing those changes. Practice active listening and empathy: Create a safe and non-judgmental environment where the recipient feels comfortable expressing their thoughts and concerns. Validate their emotions and demonstrate understanding while still providing honest feedback. By doing these strategies you can deliver honest feedback while maintaining a supportive and constructive approach.

Si te piden tu punto de vista sobre un proyecto específico es porque confían en tu criterio, a la hora de proponer opciones, es mejor hacerlo como si el proyecto fuera propio y de eso dependiera la vida misma. las colaboraciones se dan con toda la disposición o mejor no se brindan.

Feedback is Not Enough Providing honest and empathetic feedback is crucial, but promoting positive change in your organization also requires other actions. Encourage open communication by creating a safe environment for sharing ideas and concerns. Recognize and celebrate achievements to boost morale and a sense of belonging. Implement regular training and development to enhance skills and growth. Encourage collaboration through team-building activities. Lead by example and model the desired behavior, setting a standard for employees to emulate. These steps collectively create a positive, growth-oriented culture.

Some Leaders might dread giving feedback because they fear causing discomfort, creating conflict, disagreement, power-struggles, gossip, and/or damaging personal relationships. However, if you care about the individual, feedback is imperative. Following up after specific and measurable feedback is crucial for positive change. It demonstrates that you are committed to their development and success, showing that the feedback was not just a formality but part of a continuous improvement process. Follow-up builds accountability, reinforces progress, and provides opportunities to address any ongoing challenges or questions, validating trust and reinforces a supportive environment, enhancing engagement and motivation among team members.

Every project will have challenges. Initially itself make sure that that sure that resources are in place and monitor progress , coach and mentor to make sure team succeeds and company succeeds. Offer solutions and challenges needs to be tackled with innovative ideas. Feedback on collective learning, team work and improvement

For me being vulnerable is very important. Sharing my own mistakes around situations helps others to be more open and receptive to feedback. Also making sure that good and bad both don't go unnoticed is important for fair play.

"Feedback is the breakfast of champions." - Ken Blanchard. This involves blending clear communication with emotional intelligence. Start by preparing your thoughts to ensure clarity and relevance. Begin the conversation with positive observations to set a constructive tone. Use "I" statements to express your perspective without sounding accusatory. According to Daniel Goleman's EQ model, focus on self-awareness by recognizing your emotions and their impact on your message. Practice self-regulation to stay calm and composed. Show empathy by acknowledging the recipient's feelings and viewpoints. Encourage a two-way dialogue, allowing them to respond and discuss solutions. End on a positive note, emphasizing growth and support.

Para poder comenzar a empatizar con otra persona debemos hacernos una serie de preguntas sobre ella, donde ponerse en lugar del otro no significa “que haría yo en tu lugar”. Significa olvida tus circunstancias, no asumas cosas, abre tu mente y trata de entender al otro, aunque no estés de acuerdo con él. Se trata de mirar donde él mira, de escuchar lo que él escucha, de saber qué piensa escuchando lo que dice, y así llegar casi a sentir lo que siente, esta es una habilidad que todos tenemos, pero que realmente pocos desarrollamos, ya que debemos de irla entrenando, sé que es más complicado de lo que parece, así que quítate tus prejuicios, el mapa de empatizar es una excelente herramienta que puede servir en el ámbito personal y profesional.

In addition, please consider that when giving effective feedback, remember these three key points: 1. Timeliness: When possible, provide feedback promptly after the observed behavior or event. Immediate feedback ensures the details are fresh in everyone's mind and can be acted upon quickly. (And, give timely acknowledgment as well!) 2. Consistency: Crate your own process/method and be consistent in your approach with everyone, which helps build trust and fairness within the team. Don't deviate from your process. 3. Constructive Language: Use clear, constructive language that focuses on behavior and outcomes rather than personal attributes. This approach minimizes defensiveness and encourages openness to improvement.

En tant que coach professionnel certifié, apporter des critiques honnêtes et empathiques est essentiel pour le développement des clients coachés. L’empathie permet de créer un espace de confiance où les clients se sentent écoutés et compris. Il est important de formuler des critiques constructives en mettant en avant les forces tout en abordant les points d’amélioration de manière bienveillante. L’utilisation de techniques comme la communication non-violente aide à délivrer des messages clairs sans jugement, favorisant ainsi un environnement propice au développement professionnel et au changement positif.