5 Feedback

Feedback
Feedback
 Objectives:
 Understand the concept of feedback
 Identify how to ask for and give feedback
 Discuss how feedback is useful in developing

teams
Feedback
 Definition:
 Feedback is responses to an action or
statement, which are collected and used to
determine if any changes need to be made.
 In the communication process, feedback
refers to a response from the receiver which
gives the communicator an idea of how the
message is being received and whether it
needs to be modified.
 Comments in the form of opinions about or
reactions to something.
Feedback
 Feedback can be conveyed both verbally and
nonverbally.
 The feedback describes what needs to be done rather

than judging or threatening the other person.
 Appropriate and accurate feedback helps in

communication.
 The purpose of feedback is to provide information that

will make improvements and create better
relationships.
Why DON’T we Give Feedback?
Feedback
 Why to Give and Receive Feedback?
 Additional way of gaining insight about your
own practice and to validate your point of
view.
 Should be a learning and growth opportunity.

Feedback
 Feedback can be conducted three ways:

 Asking for Feedback
 Receiving Feedback
 Giving Feedback
Feedback
 Asking for Feedback

 Select a peer who’s opinion you respect and
whose judgment you trust.
 Choose someone who is in a similar role as

you.
 Alternatively, you could choose someone who

you work closely with who is not in the same
role.
Feedback
 What to do:
 Prepare the information you want to discuss with
your peer/colleague.
 Select a time and place without distractions for your
conversation.
 Briefly indicate what you would like to cover and
why it’s important to you.
 Discuss and review some of your practice
experiences.
 Be specific about your abilities, strengths, and areas
for growth, learning and enhancement.
Feedback
 Receiving Feedback
 There is no point in asking others to give you
feedback unless you are prepared to be open
to it and consider the comments which differ
from your own perceptions.
Feedback
 Characteristics of Receiving Feedback
 Be Explicit
 Make it clear what kind of feedback you are
seeking.
 If necessary, indicate what kinds you do not want
to receive.
 Feedback from others is entirely for your benefit
and if you do not indicate what you want, you may
not receive it.
Feedback
 Characteristics of Receiving Feedback
 Be Attentive
 Take time to listen, understand and consider what
is being said by rephrasing and being interested in
the other person’s point of view.
 Ask questions and be curious about how your peer
sees you.
 Ask for suggestions on how to enhance your
practice and grow professionally.
Feedback
 Be Aware
 Notice your own reactions, both intellectual and
emotional.
 Be aware of any reactions of rejections or
censorship on your part
Feedback
 Be Silent
 Refrain from making a response.
 Don’t even begin to frame a response in your own

mind until you have listened carefully to what has
been said and have considered the implications.
 Do not use the excuse of correcting factual errors to

avoid hearing of what has been said.
 Don’t be distracted by the need to explain

 If you feel you have provide an explanation, do it later
after the feedback session.
Feedback
 Giving Feedback:
 Check your reasons for accepting the
invitation to give feedback.
 Make sure you are clear on what your peer is

asking for by restating the request in your
own words.
Characteristics of Giving Feedback
Don’t compare
CHARACTERISTICS OF GIVING
FEEDBACK
Feedback
 Common types of feedback:
1. Negative feedback
2. Positive feedback
3. Immediate feedback
4. Delayed feedback
Types of Feedback
1) Negative feedback
 Negative or corrective comments about past behavior.
 These are things that didn’t go well.

 For example, pointing out what someone doing is poorly.
1) Negative feedback does not imply ’bad’ and positive feedback ‘good’.
1) Negative feedback indicates that you should do less of what you are doing or
change to something else
1) Negative feedback is a little harder to give than positive feedback.
1) Give negative feedback in private.
1) Focus on the behavior you want to change, not the person.
1) When you focus on the person rather than the behavior, you make the person
defensive, which is a barrier to change.
Types of Feedback
2) Positive feedback
 Constructive or affirming comments about past behavior.
 These are things that went well and need to be repeated.
 It is the enhancement by telling a person what he doing is

right.
 Positive feedback encourages you to increase what you are

doing.
Types of Feedback
3) Delay feedback
 A situation in which there is a time lag between

performance of skill and the feedback that is given to
a subject about the performance.
 A delay response causes a delay on the improvement

process.
Types of Feedback
4) Immediate feedback
 A consequence that occur just as response is being
complete.
 Immediate feedback may occur naturally or may be

added.
 Immediate feedback triggers positive effects.
 Immediate feedback increases motivation and facilitates

understanding of the relationship between actions and
their results.
Principles of Giving Effective
Feedback
1. Give feedback only when asked to do so or

when your offer is accepted.
2. Give feedback as soon as possible.
3. Focus on the positive.
4. Focus on behaviors that can be changed, not
personality traits.
5. Use “I” and give your own experience of the
behavior (‘When you said…, I thought that
you were…’).
Principles of Giving Effective
Feedback
6. When giving negative feedback, suggest

alternative behaviors.
7. Be clear about what you are giving feedback

on.
8. Do not overload – identify two or three key

messages that you summarize at the end
Why Is Feedback So Important
1. People want feedback so they feel more secure in their
relationship.
2. Basically tells you what your strengths and weaknesses are.
3. To improve communication.
4. To provide useful information for future improvement.
5. Failing to give feedback sends a non-verbal
communication in itself and can lead to mixed messages and
false assessment.
6. If the feedback process is handled properly, it can be rewarding
for everyone involved.
1. Someone said “How can your people know they’re doing the
right thing unless you tell them?”

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Feedback

 Discuss how feedback is useful in developing

 The feedback describes what needs to be done rather

 Appropriate and accurate feedback helps in

 The purpose of feedback is to provide information that

 Should be a learning and growth opportunity.

 Feedback can be conducted three ways:

 Asking for Feedback

 Choose someone who is in a similar role as

 Alternatively, you could choose someone who

 Characteristics of Receiving Feedback

 Don’t even begin to frame a response in your own

 Do not use the excuse of correcting factual errors to

 Don’t be distracted by the need to explain

 Make sure you are clear on what your peer is

 These are things that didn’t go well.

1) Negative feedback is a little harder to give than positive feedback.

1) Give negative feedback in private.

1) Focus on the behavior you want to change, not the person.

 These are things that went well and need to be repeated.

 It is the enhancement by telling a person what he doing is

 Positive feedback encourages you to increase what you are

 A situation in which there is a time lag between

 A delay response causes a delay on the improvement

 Immediate feedback may occur naturally or may be

 Immediate feedback triggers positive effects.

 Immediate feedback increases motivation and facilitates

1. Give feedback only when asked to do so or

6. When giving negative feedback, suggest

7. Be clear about what you are giving feedback

8. Do not overload – identify two or three key

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