08.04.06
Delivering the Message
There are pros and cons to giving feedback. Obviously, how effective it is and how well received it will be depends not only on the receiver, but on how you deliver it. To manage the feedback process in order to get the most out of it, follow these suggestions:
Choose an appropriate setting – make sure that the setting is free of distractions and interruptions. This includes turning off the cell phone and having your assistant take a message.
Set the stage – this means being prepared. Copying any relevant documents you need and setting aside adequate time to discuss. It also refers to confirming that the other party is ready and open to receiving the feedback. If you think they are going to be defensive and not open to receiving the feedback, address the problem head on. Let them know you feel they are uneasy and find out if there is anything you can do to make them more comfortable with the process. Ensure them that whatever is said will remain confidential.
Remain positive – Start with a positive piece of feedback to show that you’ve noticed and valued that particular behavior. The feedback should be descriptive rather than evaluative. Focus only on behavior that can be changed rather than on the individual’s personality.
Walk the Walk – if you expect a certain type of behavior, be prepared to practice that behavior as well. Additionally, if you make promises in the meeting such as additional training, greater involvement or more resources, follow through and deliver.
Ask for Feedback – even if the meeting went badly, ask for feedback on how you handled the meeting. Use the meeting as an opportunity to build bridges and show your willingness to personally improve.
Thought of the Day
“Criticism may not be agreeable, but it is necessary. It fulfils the same function as pain in the human body. It calls attention to an unhealthy state of things.” Winston Churchill
