A concept I found useful in this week’s reading is
constructive feedback. I’ve often wondered how to give it. I’ve always
“sandwiched” constructive feedback between two positive statements. The book
provided me with steps that are helpful. First I am to state the facts and tell
how and why the behavior affects me, making a connection between the observed
facts and my feelings. I am then to describe the change I’d like the person to
think about making and why I think the change will help. Then I listen to what
the other person has to say and we discuss options and consider compromise. The
authors also talk about using “I” instead of “you” statements.
An example of constructive feedback using this information
above might be: “I feel frustrated when you call me and start talking without
asking me if I have time to talk. It would be really helpful to me if you would
ask me if I have time to talk. Then, if I don’t have time at the moment to give
you my full attention, we can set up a time when we both have time to talk.
Does this sound okay to you, or do you have another idea that you think might
work better for both of us?
Hi Lee! It is always a pleasure to read your posts. Good job on your post. Giving feedback is important because it is leaves scope for improvisation. Feedback should be taken positively as it is the reflection of our performance that highlights our shortfalls and positive points. In work place a constructive feedback should focus on the person’s work conduct rather than focusing on his personality, or his personal life in order to maintain professionalism. Also the way you put it in your post, a time can be decided on by both parties according to their mutual convenience for reflection on a particular topic and then take it from there.
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