{"id":12063,"date":"2020-07-16T15:34:39","date_gmt":"2020-07-16T19:34:39","guid":{"rendered":"https:\/\/peopletekcoaching.com\/staging\/?p=12063"},"modified":"2021-10-14T21:39:08","modified_gmt":"2021-10-14T21:39:08","slug":"12063-2","status":"publish","type":"post","link":"https:\/\/peopletekcoaching.com\/staging\/2020\/07\/16\/12063-2\/","title":{"rendered":"Why Give Feedback?"},"content":{"rendered":"<blockquote>\n<p style=\"text-align: center;\"><em>Feedback is the breakfast of champions.<\/em><br \/>\n\u2014Ken Blanchard<\/p>\n<\/blockquote>\n<p><strong>Why Give Feedback? The intent is to help others grow and thrive, help them understand perceptions about what they do well and what can be improved upon, and it&#8217;s a great opportunity to address any actions or behaviors that should be stopped.<\/strong><\/p>\n<p>All feedback should be delivered respectfully and with specific examples that support your message.<\/p>\n<p>A recommended process is:<\/p>\n<p><em><strong>ASK<\/strong><\/em> \u2013 stimulate reflection about what is being discussed<\/p>\n<p><strong><em>LISTEN<\/em><\/strong> \u2013 self perceptions can differ greatly from &#8220;outside&#8221; perceptions<\/p>\n<p><em><strong>THINK<\/strong><\/em> \u2013 are there opposing views? What about ideas for improvement?<\/p>\n<p><em><strong>THANK<\/strong><\/em> \u2013 it\u2019s most effective when both the feedback giver and receiver welcome feedback<\/p>\n<p><em><strong>RESPOND<\/strong><\/em> \u2013 an agreement to &#8220;think about it&#8221; is a good start<\/p>\n<p><em><strong>INVOLVE<\/strong><\/em> \u2013 what support is needed for improvement? A mentor? Up-skilling? Coaching?<\/p>\n<p><em><strong>CHANGE<\/strong><\/em> \u2013 is there a consensus of what to address and improve upon? (or keep strong?)<\/p>\n<p><em><strong>FOLLOW-UP<\/strong> <\/em>\u2013 schedule &#8220;check-ins&#8221; or better yet immediately share when you see progress<\/p>\n<p>Positive feedback in most cases is easier to deliver than difficult feedback. \u00a0For the &#8220;tough&#8221; feedback, try and remove emotions and remain fact based:<\/p>\n<ul>\n<li>What situation are you addressing?<\/li>\n<li>Is there a specific behavior? Describe it.<\/li>\n<li>Share what you saw, heard, and felt.<\/li>\n<li>Describe the impact of the behavior.<\/li>\n<\/ul>\n<p>You as a leader have a great opportunity to make a difference and strengthen individuals and teams. You can enhance skills, build relationships, increase collaboration, and inspire commitment and change.<\/p>\n<p>Are you making a difference between &#8220;awesome&#8221; and &#8220;less awesome&#8221;?<\/p>\n<blockquote><p><em>Once people take ownership over the decision to receive feedback, they&#8217;re less defensive about it.<\/em><br \/>\n&#8211;Adam Grant<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"<p>Feedback is the breakfast of champions. \u2014Ken Blanchard Why Give Feedback? The intent is to help others grow and thrive, help them understand perceptions about what they do well and what can be improved upon, and it&#8217;s a great opportunity to address any actions or behaviors that should be stopped. All feedback should be delivered respectfully and with specific examples that support your message. A recommended process is: ASK \u2013[&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":14080,"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":[7],"tags":[72,25],"class_list":["post-12063","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","tag-feedback","tag-leadership-traits"],"acf":[],"_links":{"self":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/posts\/12063","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=12063"}],"version-history":[{"count":0,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/posts\/12063\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/media\/14080"}],"wp:attachment":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/media?parent=12063"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/categories?post=12063"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/tags?post=12063"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}