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Feedback Mgmt

Guidelines for Giving Feedback

TermDefinition
Feedback enables people to monitor their behavior and reactions of others, adjust behavior and communication to be more effective
Feedback enables correction before/soon after errors occur and prevents error accumulation
To influence behavior, feedback must be used respectfully and strategically
Characteristic of useful feedback: relationship have positive working relationship before giving feedback
Characteristic of useful feedback: confidentiality give feedback in private, esp. if sensitive issue
Characteristic of useful feedback: needs of recipient consider what person needs, not just serving manager needs; help, not hurt
Characteristic of useful feedback: practical focus on what is said/done, not why which detracts from solution focus and becomes speculation about motives
Characteristic of useful feedback: descriptive describes specific behavior/reaction rather than judgments; based on direct observation with examples; reduce defensiveness, focus efforts
Characteristic of useful feedback: manageable amount don't give too much feedback or too fast
Characteristic of useful feedback: balanced positive/negative; start positive, then present improvement areas, end with positive
Characteristic of useful feedback: timing soon after behavior has occurred, <= 24 hours
Characteristic of useful feedback: realistic action to be changed is something the receiver can do something about
Characteristic of useful feedback: listen and check ask recipient to paraphrase what is heard in feedback to ensure accuracy of perception; be attentive, clarify where needed
Characteristic of useful feedback: climate create environment for feedback of expectation/seeking and sharing/common occurrence
"Permanent whitewater" managers must maintain the organization while leaders are expected to facilitate change (up/down stability)
Created by: Janas
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