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Tips for Giving Feedback

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Most of us are uncomfortable with giving negative feedback and we have direct reports who are not always happy with their evaluations. While some have strengths in some areas, some may also get angry, defensive, and blame everyone else. How can you, as a leader and mentor help your direct reports see that feedback is an opportunity for them to improve?

All of us often hear the word feedback and cringe. Our minds go back to our report card days. For yourself, at some point, you can explore how you personally felt getting feedback in school and connect the dots to your discomfort with completing performance reviews.

Watch this video and it will give you some tips on giving feedback for the purpose of leadership development.

It's a two way street - giving and receiving feedback, you will learn from the experience of giving feedback and from receiving feedback.

Summary of tips for effectively receiving feedback:

* Feedback is the "Breakfast of Champions" and gives you information to improve your leadership skills.

* Be respectful - set the tone for the conversation.

* Acknowledge first - acknowledge that hearing and giving feedback can be uncomfortable and the purpose is for leadership improvement to grow in your career.

Notice how you feel when you hear the word "feedback." Did you take some time to reflect on your response? I hope so.

Summary of tips for effectively giving feedback:

* Feedback is an opportunity to make change.

* Feedback must be detailed, with clear examples of what is not working.

* Feedback must be specific to one or two examples, if you write a book of examples, it's not going to be read - keep it short.

* Feedback needs an action plan for change, remember, change takes about 6 weeks for integration.

* Feedback is a two-way street - giving and receiving feedback, you will learn from the experience of giving feedback and from receiving feedback.

* Feedback is the "Breakfast of Champions" and gives you information to improve your leadership skills.

* Be respectful - set the tone for the conversation.

* Acknowledge first - acknowledge that hearing and giving feedback can be uncomfortable and the purpose is for leadership improvement to grow in your career.

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