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Receiving Helpful Feedback 2/4
How to get the feedback you need
Want to share feedback about the podcast? It would be much appreciated. 3 min survey here:
https://www.surveymonkey.co.uk/r/N72QP67
If someone isn’t sharing feedback with you as often as you’d like, it could be because:
1. They don’t know how important it is to you;
2. They don’t recognise what to share; or
3. They’re apprehensive about sharing.
These can be addressed by:
(1) Explicitly requesting the feedback you want from them; not just encouraging it.
(2) Help someone formulate more useful feedback for you by:
- Telling them the strengths and development areas that you’re most interested in shaping.
- Letting them know what tasks or activities you’d most like them to consider.
- Asking them to keep a live record of observations with what you did or what you said that they liked or wish you’d done differently.
- Sharing an example of feedback you’ve received in the past which was particularly helpful for you.
- Sharing a feedback model for delivering feedback which you and they might both find helpful.
(3) Reassuring them by:
- Fostering a supportive, open environment which builds their confidence.
- Appearing accessible and receptive to feedback.
- Not putting them on the spot and affording them time to prepare.
- Demonstrating that you will fully consider or action what they have to share with you.
- Making clear you won’t hold it against them if they criticise you.
Your task for today is to spend 5 minutes identifying why you might not be receiving the feedback you need from someone in particular and then engage them to see if you can address this.
View all episodes
By Benjamin FordHow to get the feedback you need
Want to share feedback about the podcast? It would be much appreciated. 3 min survey here:
https://www.surveymonkey.co.uk/r/N72QP67
If someone isn’t sharing feedback with you as often as you’d like, it could be because:
1. They don’t know how important it is to you;
2. They don’t recognise what to share; or
3. They’re apprehensive about sharing.
These can be addressed by:
(1) Explicitly requesting the feedback you want from them; not just encouraging it.
(2) Help someone formulate more useful feedback for you by:
- Telling them the strengths and development areas that you’re most interested in shaping.
- Letting them know what tasks or activities you’d most like them to consider.
- Asking them to keep a live record of observations with what you did or what you said that they liked or wish you’d done differently.
- Sharing an example of feedback you’ve received in the past which was particularly helpful for you.
- Sharing a feedback model for delivering feedback which you and they might both find helpful.
(3) Reassuring them by:
- Fostering a supportive, open environment which builds their confidence.
- Appearing accessible and receptive to feedback.
- Not putting them on the spot and affording them time to prepare.
- Demonstrating that you will fully consider or action what they have to share with you.
- Making clear you won’t hold it against them if they criticise you.
Your task for today is to spend 5 minutes identifying why you might not be receiving the feedback you need from someone in particular and then engage them to see if you can address this.