I have difficulty giving feedback to my team members (D8, D9).
I have difficulty receiving feedback from my team members (D8, D9).
Getting and giving feedback is one of the crucial activities that add value to working in groups. However, this is often one of the least well developed skills. One of the principles of effective self-management has been to generate and to receive sufficient feedback (B13). This requires a mental attitude as much as the awareness of its importance. In group processes, the organization of feedback is much simpler, since teams are supposed to work together and comment on each other’s work. Feedback therefore is a precondition for group work, but if badly executed it can also be extremely destructive. Effectively managing feedback is a task for the giver and for the receiver. Effective feedback depends on three conditions:
• Measurable goals in close consultation with the group or the receiver of the feedback;
• Positive feedback on the achievements of the person or group, and
• An appropriate reward to the performance.
Task for the receiver of feedback
The following listening pointers apply to receiving oral feedback:
• Keep calm, listen carefully and concentrated
• Do not interrupt the person offering the feedback o Always make notes (in order to show the feedback giver that you are serious)
• Adopt an active listening posture (lean forward to show that you are interested; look open and receptive for the feedback)
• Do not act defensively (do not say ‘yes… but’); never become angry on the feedback giver; do not take it personally
• Concentrate on the words that are being said, instead of on the way that they are being said or on (your perception of) any hidden messages.
• Summarize the feedback in your own words
• When confronted with negative feedback, try to get the person to specify and make concrete;
• Always welcome serious feedback and always thank the feedback giver aferwards
