Part 3 of 3 – Is Feedback Really a Gift?
I used to work with
someone who irritated the heck out me every time he’d say something “helpful”
to me followed by “Hey, feedback’s a gift.”
Somehow,
the way he delivered the message, I didn’t feel like I’d opened a pleasant package.
Maybe I was too sensitive, maybe he was too annoying, but done with the right
intentions and with the best approach, feedback IS a gift!
Ask yourself:
How do I receive comments from
others? Am I open-minded and receptive or do I get defensive and begin making excuses?
? Will this person – or ANY person - ever approach me again with something I
need to know? Don’t I really need feedback too?
(Consider this Ultimate
Blog Challenge – we’re exchanging comments about ideas and approaches that have
been posted, many people are asking for feedback – it’s one HUGE giving and
receiving of feedback - people NEED and WANT feedback).
A few thoughts on
receiving feedback:
ASK for feedback – it’s
information you want and need
Select good sources for
this information – not just the people who agree with you; solicit other
view-points
Be receptive and open-minded
Don’t get defensive, drop
the excuse-making
Ask for specifics
(remember Situation + Behavior + Impact?)
Ask for recommendations
about other ways to handle something
LISTEN
Thank the person for their
time and consideration
Display a great attitude! (Isn’t this where we started?!?!)
Strong Relationships + Solid Leadership = Success for Everyone
4 comments:
Feedback is one of the most important things for anyone who is sharing his thoughts. Why? Because it's the only way we can see that our idea has been get for somebody and has not been released into space.
Don't you think so many managers under-rate the importance of giving feedback? I've seen many situations where none is given.
Feedback depends really but i've learned from the awesome Alan Weiss that
"Unsolicited feedback is ALWAYS for the benefit of the Sender".....Be aware if it's positive!
Great work Christine!
If the Sender gives feedback to a team member about a specific area of performance at work, then it’s with the intent of helping the team member, which does ultimately help the Sender who also benefits, isn’t it? I’ve practiced giving feedback in way that becomes a win-win for the Sender and the Receiver, and the added benefit is that it leads to a deeper discussion of the subject – there’s a give and take of ideas and suggestions. That deeper conversation adds depth to the growing relationship between team leader and team member.
Solid Leadership + Strong Relationships = Success for Everyone
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