Here's how you can give feedback to others without making common mistakes.

Give feedback effectively by first clarifying your intent. Ensure your feedback is aimed at improvement, not criticism. Use specific examples to illustrate points, avoiding generalizations. Focus on behavior, not personality, and offer constructive suggestions for growth. Clear intent helps create a positive impact and encourages continuous development.

The 4W technique has been very useful for me 1. What worked well for you? 2. What could you have done better? 3. What is your action plan going forward? 4. What help/support do you need from me?

In my experience, when I provided feedback to a colleague, I highlighted their strengths first, then gently pointed out areas for improvement, and we discussed strategies together. This approach strengthened our working relationship and led to significant progress. Remember, feedback is a tool for growth, not criticism. Approach it with the intent to help and support the other person, fostering a positive and productive environment.

Feedback is one of the tools available to help another person get better.However, for it to be useful certain guidelines are important: 1.Do not begin with the areas for improvement. Instead,first acknowledge what the person is good at. This reassures and encourages the recipient that the conversation is meant to help him get better. 2. Be specific and descriptive, not generic and judgemental e.g. instead of saying 'your interpersonal relations are not good' describe an incident where his/her response led to worsening of relationship with another person.This makes the feedback more actionable. 3. Check-in on how the person has handled the feedback. Acknowledge where he has improved and support where required. 4. Encourage self-reflection.

When giving feedback, start with a clear intent. It is vital to understand the outcome you seek before delivering feedback. Frame your feedback around specific behaviours and their impact. Distinguish the type of feedback the recipient will receive between appreciation, coaching, and evaluation to avoid confusion. This clarity helps the receiver understand the purpose and context of the feedback, making it more actionable and less likely to be perceived as a personal attack.

"It's better to receive a single rose on time than a bouquet delivered late." 🌹 Timely delivery of feedback, whether positive, developmental, or corrective, is crucial. The discomfort often associated with giving feedback can lead to procrastination, significantly reducing its impact. *Don't let your discomfort with feedback delay someone from receiving important information they need to hear. This could be an opportunity for you to develop a leadership skill.

Absolutely! Choose calm moments for effective communication and growth. ✅ Make feedback a positive tool in your team's journey to success. 💯

A manager typically has many feedback sessions to do. However, for the employee, that is a unique moment. Therefore, dedicate special and appropriate time, and choose a place where you will not be interrupted.

Generell geht gutes Feedback oft vergessen. Für eine gute Feedback-Kultur sollte aber auch gutes Feedback gegeben werden. Das gibt dem gegenüber das Gefühl, was alles gut läuft und was noch verbessert werden kann. Bei lediglich korrigierendem Feedback wird ein falsches Bild der Realität vermittelt. - Ich vergleiche das gerne mit dem Bild eines Tachometers. Mit kontinuierlichem Feedback, weiss man immer wie schnell man genau fährt.

Balance is key. → Start with strengths → Address areas for improvement → End on a positive note. Keep feedback uplifting and inspiring for growth. 💯

Feedback should be a collaborative process. Having a conversation about how the receiver prefers to get feedback, can reduce defensiveness and increase receptivity. Create a culture where feedback is welcomed and seen as a tool for growth, not criticism. Empathy and connection are essential for ensuring that feedback is delivered with care and respect. By involving the receiver in the feedback process, you foster a sense of partnership and mutual goal-setting, making the feedback more effective and constructive. Ultimately, are you giving feedback in a way that you would want to receive it?

Feedback is a two way street. ✨ Encourage dialogue by asking open-ended questions and listening to their perspective. This collaborative approach fosters ownership and leads to more effective solutions. 💯

Transform feedback into action by being precise and offering practical suggestions. Clear steps empower your team to succeed. Keep communication focused and results driven. 💯

Mediocre feedback leads to mediocre improvement. If you want to ensure the feedback receiver feels motivated to improve, give them actionable advice. This means being specific in your feedback and helping them explore alternative ways to improve things next time. It’s not about telling them what to do because you think you know the solution; instead, coach them to find their own answers and to improve based on their own conclusions.

When giving feedback, aim to be constructive and solution-oriented. Instead of just pointing out problems, suggest actionable ways to improve and provide resources for development. This method not only highlights areas for growth but also offers a clear path forward. Frame your feedback to inspire the recipient to take action and pursue improvement. Encourage development by focusing on how changes can lead to better outcomes and personal growth. A helpful tool for structuring this feedback is the SBI (Situation-Behaviour-Impact) model, which clearly outlines the situation, describes the specific behaviour, and explains the impact, promoting constructive dialogue and improvement.

As a leader, your role doesn't end with giving feedback. You also have to follow up after a certain time to check whether your team or the person has improved or not. Feedback is meant for improvements and it is crucial to make sure that they have improved. It is a win-win as it helps improve the organisation and the person.

Os maiores erros que pude presenciar em momentos de feedback, estavam relacionados ao objeto do feedback. Esteja atento para sempre falar sobre os fatos e a situação, fugindo dos julgamentos e dos vieses que levam a conversa para uma discussão prejudicialmente emocional.