Difference between revisions of "Giving Feedback"

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|'''[[:Category:Me, Myself and I|Me, Myself and I]]''' || '''[[:Category:Group Collaboration|Group Collaboration]]''' || [[:Category:The Academic System|The Academic System]] || [[:Category:Software|Software]] || [[:Category:Team Size 1|1]] || '''[[:Category:Team Size 2-10|2-10]]''' || '''[[:Category:Team Size 11-30|11-30]]''' || '''[[:Category:Team Size 30+|30+]]'''
 
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Possible steps:  
 
Possible steps:  
  
1. I observe... your behavior.
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1. I observe... your behaviour.
  
 
2. I guess... how I interpret you.
 
2. I guess... how I interpret you.
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The [[Table_of_Contributors| author]] of this entry is Max Kretschmer.

Latest revision as of 13:51, 2 April 2024

Type Team Size
Me, Myself and I Group Collaboration The Academic System Software 1 2-10 11-30 30+

Why & When

Giving feedback is a central element of any well-functioning relationship or institution; people face each other and complement their self-image through external evaluation.

Goal

If a person is unclear about the effects of his or her actions, he or she has no indication of what changes are necessary. The motive for giving feedback should therefore always be to help the other person to make possible course corrections.

Getting started

The basis for good feedback should be a solution-oriented approach, it should be formulated in a positive and motivating way, showing new perspectives and possibilities. In order to constructively point out a way for change, feedback should be situation-specific, timely and concrete, so that the person receiving feedback is able to react. Feedback should be marked as a personal perspective and, especially in the case of critical feedback, it should be appreciative and empathetic. In some situations, however, feedback can also be inappropriate, for example, if the person opposite is not in the emotional state to deal with it. The person giving feedback should therefore make sure in advance to what extent his or her feedback is welcome.

To sum it up, feedback should be:

timely: context should be clear

positive and constructive: are new perspectives presented?

requested: does the other person want to hear your opinion?


Possible steps:

1. I observe... your behaviour.

2. I guess... how I interpret you.

3. I feel... my feelings about what I'm experiencing.

4. I want... my wishes and demands are...

Links & Further reading

https://www.entrepreneur.com/article/219437

https://www.youtube.com/watch?v=wtl5UrrgU8c


The author of this entry is Max Kretschmer.