{"id":11343,"date":"2019-10-17T02:41:10","date_gmt":"2019-10-17T06:41:10","guid":{"rendered":"https:\/\/peopletekcoaching.com\/staging\/?p=11343"},"modified":"2021-10-14T21:39:07","modified_gmt":"2021-10-14T21:39:07","slug":"trust-feedback-formula","status":"publish","type":"post","link":"https:\/\/peopletekcoaching.com\/staging\/2019\/10\/17\/trust-feedback-formula\/","title":{"rendered":"Trust and the Feedback Formula"},"content":{"rendered":"

GIVING FEEDBACK REQUIRES TRUST. NO TRUST. NO FEEDBACK.– Shari Harley<\/p><\/blockquote>\n

More about feedback. We\u2019ve established that feedback is not only important but that it\u2019s critical for individual and organizational success. Giving feedback and being heard is not easy, \u00a0but if your relationship includes trust, the feedback process becomes less stressful and more meaningful.<\/p>\n

Author, trainer, and key note speaker Shari Harley created The Feedback Formula which includes the following 8 steps:<\/p>\n

1. Introduce the conversation<\/strong> so feedback recipients know what to expect.
\n2. Empathize<\/strong> so both the feedback provider and the recipient feel as comfortable as possible.
\n3. Describe the observed behavior<\/strong> so the recipient can picture a specific, recent example of what you\u2019re referring to. The more specific you are, the less defensive he will be, and the more likely he\u2019ll be to hear you and take corrective action.
\n4. Sharing the impact or result<\/strong> describes the consequences of the behavior. It\u2019s what happened as a result of the person\u2019s actions.
\n5. Having some dialogue<\/strong> gives both people a chance to speak and ensures that the conversation is not one-sided. Many feedback conversations are not conversations at all; they\u2019re monologues. One person talks and the other person pretends to listen, while thinking what an idiot you are. Good feedback conversations are dialogues<\/strong> during which the recipient can ask questions, share his point of view, and explore next steps.
\n6. Make a suggestion or request<\/strong> so the recipient has another way to approach the situation or task in the future. Most feedback conversations tell the person what he did wrong and the impact of the behavior; only rarely do they offer an alternative. Give people the benefit of the doubt. If people knew a better way to do something, they would do it another way.
\n7. Building an agreement on next steps<\/strong> ensures there is a plan for what the person will do going forward. Too many feedback conversations do not result in behavior change. Agreeing on next steps creates accountability.
\n8. Say “Thank you”<\/strong> to create closure and to express appreciation for the recipient\u2019s willingness to have a difficult conversation.<\/p>\n

Do these steps help? Does it make sense that a trusting relationship creates a “safe” relationship allowing feedback to be welcomed?<\/p>\n

We all need people who will give us feedback. That’s how we improve.
\n\u2014Bill Gates<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"

GIVING FEEDBACK REQUIRES TRUST. NO TRUST. NO FEEDBACK.– Shari Harley More about feedback. We\u2019ve established that feedback is not only important but that it\u2019s critical for individual and organizational success. Giving feedback and being heard is not easy, \u00a0but if your relationship includes trust, the feedback process becomes less stressful and more meaningful. Author, trainer, and key note speaker Shari Harley created The Feedback Formula which includes the following 8[…]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_robots_primary_cat":"","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","_price":"","_stock":"","_tribe_ticket_header":"","_tribe_default_ticket_provider":"","_ticket_start_date":"","_ticket_end_date":"","_tribe_ticket_show_description":"","_tribe_ticket_show_not_going":false,"_tribe_ticket_use_global_stock":"","_tribe_ticket_global_stock_level":"","_global_stock_mode":"","_global_stock_cap":"","_tribe_rsvp_for_event":"","_tribe_ticket_going_count":"","_tribe_ticket_not_going_count":"","_tribe_tickets_list":"[]","_tribe_ticket_has_attendee_info_fields":false,"footnotes":""},"categories":[30],"tags":[72,29],"class_list":["post-11343","post","type-post","status-publish","format-standard","hentry","category-success","tag-feedback","tag-trust"],"acf":[],"_links":{"self":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/posts\/11343","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/comments?post=11343"}],"version-history":[{"count":0,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/posts\/11343\/revisions"}],"wp:attachment":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/media?parent=11343"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/categories?post=11343"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/tags?post=11343"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}