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Leadership Tip: Giving and Receiving Feedback

(from 2 users)
Submitted by Mike Kublin on Mon, 05/12/2008 - 11:04am.
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Feedback is critical for validation and/or for the opportunity to understand and respond to perceptions that may or may not be known to you.

Steps in the feedback process:
  1. ASK: Ask your co-workers for feedback. The simple act of asking for feedback sends a message that you value their opinion and that you would consider changing a behavior based upon their input.
  2. LISTEN: Listen to what they say. Try not to evaluate whether they are "right" or "wrong." Simply accept their opinions as their perceptions of reality. Avoid trying to defend your actions.
  3. THINK: Think about their input before reacting. Make sure you avoid overreacting or making commitments that you may not be willing or able to keep in the future.
  4. THANK: Express your appreciation for the feedback. Letting you know what they think is an act that may require courage. Take the time to personally say "thank-you."
  5. RESPOND: Respond to the people who gave you feedback. After careful thought, let them know the 1-3 areas where you plan to change. Keep it simple; do not try to change too many behaviors.
  6. INVOLVE: Involve them in the change process. Ask them if they have any further suggestions. Recruit them to help you as you try to change. Ask for their ongoing support.
  7. CHANGE: Do something about the feedback. Write down your 1-3 areas for change and keep these in front of you. Remind yourself to give these 1-3 areas the priority they deserve. Monitor your own behavior on a timely basis.
  8. FOLLOW-UP: Follow up with your co-workers approximately every 3-4 months. Ask them if they think that you are changing. When they begin to notice improvement, you know you are on the right track.
Important things to remember about feedback:
  • Feedback consists of both giving and receiving. Make sure it's frequent, consistent, timely and meaningful.
  • When asked to provide feedback, avoid the "halo" affect of only sharing positives and leaving out areas for improvement. Those intent on growing want to know how they can be more effective.
  • When receiving feedback, assume positive intent. Feedback does not always feel good, but take the time to reflect on it and then decide if it will become a priority item that needs your attention and action.
Mike Kublin's picture

About the Author: Mike Kublin

Mike Kublin is the founder and President of PeopleTek, Inc. (http://www.peopletek-coaching.com), a coaching and leadership development company dedicated to transforming business professionals into successful leaders. Mike is involved with both the Society for Human Resource Management and the International Coaching Federation.

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