Giving and receiving feedback is a regular topic in coaching. Here are a few tips I have put together for you. Let's start with giving feedback;
Set-up
Role expectations related to task, team, productivity, customer and intangibles to measure performance against.
Cultivate trust
Give feedback with a genuine desire to aid growth
Cultivate a curious approach to engage in a 2-way discussion
Deal with small pieces of feedback at a time
If you have left it too long, break it down to deliver it in bite sized pieces so the person can digest it, rather than become overwhelmed with it.
Use language that connects feedback to role expectations, not the person. When behavioural, align feedback to your capability framework.
Be mindful of "how" the person may hear what you say.
Be mindful of how you may have contributed to the situation.
Take a development approach to the conversation, share feedback and co-create the next steps.
Check-in on progress regularly
On the other side, here are some tips when receiving feedback;
You may freeze, or argue or want to exit the room as fast as possible. These reactions are better known as an amygdala hijack. Pause, practice mindful breathing and go back into the conversation with your executive brain at work.
Ask questions, cultivate a two-way conversation.
If overwhelming, manage what you heard by asking for clarification.
Check your lens of the situation and try this view. See it as;
Role related
An opportunity to reflect, so sit with it before reacting
Moments that aid our self awareness
Pushing you beyond habitual thinking
A chance to gain insight into other's perspective
Be kind to yourself and others through the process
As a certified coach, and C-IQ practitioner, if you are looking for further support, contact us to find out what the possibilities are.
Our expertise lies in leadership and team coaching, performance management workshops and designing organisational capability frameworks.
melina@peopleq.com.au I 0498 800 008