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The opinions of the employees of You are personal.
- ONE Feedback Strategically increased quality helps to build better relationships, engagement, commitment and responsibility development to increase the level of performance.
The vast majority of team and interpersonal bonding problems have to do with poor communication. It happens that, when each person interprets reality from their vision, this perceptual distortion causes differences that could be resolved by learning communication management.
The Feedback It is the feedback that we can use as a tool to inquire about information, share it, exchange opportunities for improvement and at the same time open up new spaces for knowledge and research on the topics.
In any process, it is important to create the appropriate environment because if you are improvising, the emotional state of the moment to be shared may not be the best and can provoke cognitive blindness – what the other person does not want to see or observe – and the result will be be invalid.
To create the environment, it is important to have a space of trust in which communication can flow. Make arrangements after delivery of the Feedback -and you will also receive- how to proceed next time. There may be discrepancies in perception that will cause you to improve your communication and persuasive skills. One key is to partially pool the small agreements that are reached in order to arrive at the final agreement that is aligned with the larger goal.
When a leader doesn’t know how to give Feedback It is directly about criticism, which is the most common way of expressing complaints or accusations to others. This form is free if you want to create a better work environment and develop the potential of your employees. Criticism produces the opposite effect to what is desired.
It is like that Feedback Strategically increased quality helps to build better relationships, engagement, commitment and responsibility development to increase the level of performance.
To achieve this, each leader must have sufficient self-awareness to face situations, not avoid difficult conversations, and channel them with highly developed emotional intelligence.
I also suggest that the instance of the Feedback back and forth, which means that the other person has the opportunity to share their impressions with the team leaders. In this way we create a virtuous circulation cycle that forms the basis of any communication process with effective feedback.
The menu with two options added to the “traditional of the house”.
There are several methods of implementing instances of the Feedback in the organizational world.
One of the most traditional is to deliver three standout aspects of the other person first and then the opportunity for improvement by grasping the communication (“From my point of view, I see this …”, “I think it is possible to improve.” .. “,” I think so … “), that is, you make yourself fully responsible for what you say in terms of support and construction.
This last aspect is key: you need to take control of the communication so that the other person doesn’t feel intimidated or attacked, especially when there is room for improvement, as different aspects of the emotional dimension and feelings are at stake. that appears.
In this article I invite you to learn more about two other methods of the Feedback This can be useful at different times of day-to-day management:
By providing feedback, the other person is supposed to know your perception of the reality you are observing. This does not mean wanting to be right at all costs or enforcing your biased vision.
The structure is to first comment on what the other person did well (it would be bread); Then mention what you think can be improved (the sandwich ingredients), and to end the conversation, there is the serving of bread with positive aspects that could be achieved with this superior adjustment and any other general type of performance .
This type of feedback is dynamic, relatively short and can be used to quickly improve processes that need to get to the point and solve them in an agile manner.
Why the sandwich thing? Because “between two positive latitudes” it reduces the discomfort of the other person affected by the observations and creates a greater willingness and openness to listen in order to improve.
It was developed as a tool of the so-called Management 3.0 promoted by Jürgen Apello and tries to include feedback as a constant tool in the processes.
The approach is more human, person centered, and the improvement is on the professional field and also on individual development that everyone can transfer to their personal life if that were the case. It’s kind of Feedback more complete and comprehensive, not just focused on observing the behavior to be corrected.
Is called Wrap because it is made up of one main layer that contains a number of ingredients that add consistency to the feedback you are exchanging.
Here is the step by step recipe:
Describe the context: In the first part you will describe the fact in detail and without negative emotional stress (i.e. emotional neutrality), without interpretations and judgments. Make sure the other person understands what you are communicating
Write your observations: Record everything you’ve observed: the good, the not-so-good. The idea is to overcome and improve, not to be found guilty. You can suggest that the other party take notes as well.
Express your feelings honestly: In each moment that you describe the events, link and specify how you felt in that moment. Don’t exaggerate your feelings: everything in the fairest dimension.
Prioritize what you’ve listed in writing and rank it by value: What is the value you want to achieve in any situation that can be improved with clear and tangible indicators?
Finish with specific suggestions: Ask the other person what three things they can do to bridge the gap between your needs and the events just described. Allow yourself to express yourself freely, ask questions, and engage with topics that are important to you. Then make proposals and agreements that will allow us to move forward: this is the point of Feedback.
By continuously using these feedback methods, you can improve processes, achieve greater clarity in communication and create a culture of this type of practice at all levels of your company.