Imagine if Tiger Woods never received objective feedback on his game. Do you think he could improve? And even if he could improve, would it be sufficient to maintain his champion status?
They say feedback is the breakfast of champions, and I have no doubt that high performers like Tiger Woods would probably agree. But what constitutes effective feedback?
Feedback, when composed and delivered badly, can be devastating. When handled well, it can be truly empowering. Here are some tips for approaching the all important task of providing feedback effectively...
1 - Never just 'deliver feedback'
Feedback should be part of a larger process which includes coaching for superior performance. Feedback is one step in that process.
2 - Provide feedback to the whole person
Treat each person as a whole person, not just the part that you observe that needs attention. The person receiving feedback is not broken, and they don't need to be fixed. Provide praise and reinforcement when you catch them doing something right, as well as feedback when they are off track.
3 - Make feedback a conversation, not a lecture
Keep it conversational. If a conversation does not happen naturally, then back off and ask yourself and the other person a simple question "what are you feeling (or thinking) right now?"
4 - Think about their goals as well as yours
Discuss the feedback in the context of what will make the person more successful. Don't just concentrate on your goals or the company's goals. That makes the conversation too one-sided. If the person has no goals, then that's what you need to address first.
5 - Finish on a positive note
Okay, so some feedback sessions may not finish that way. But you have to ask yourself why that is so...is it because you have let the issues compound, and perhaps it has gone too far? Either way, offer support to the other person as a way to stay in the picture. Never let them struggle alone...stay close to them and coach, coach, coach!
And finally, remember great coaches know what questions to ask. The acronym A-S-K can help you remember the categories within which these questions fit:
Attitude
Skills
Knowledge
And remember, make it conversational!
About Brian Ward
Brian Ward is a Principal in Affinity Consulting, an Edmonton Alberta based consulting practice. He is the author of Lead People...Manage Things. He has over 25 years of experience working with all levels of leaders and teams as a leadership coach, facilitator and consultant. His website is at www.affinitymc.com
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