RULES OF GIVING/RECEIVEING FEED-BACK

Giving Feedback
Focus feedback on behaviour rather than on the person. Refer to what a person does rather
than comment on what we imagine he is.
Focus feedback on observations rather than inferences/interpretations/conclusions. Describe
the impact this observable behaviour has on you.
Focus feedback on description rather than judgement.
Focus feedback on the sharing of ideas and information rather than on giving advice. Leave the
person free to decide for himself whether he wants to change or not.
Focus feedback on the value it may have to the recipient, not on the value or release that it
provides the person giving the feedback.
!se " statements.
"f possible ask people for their assessment before providing yours. #eople usually appreciate
the opportunity to assess themselves first, and are often more critical of themselves.
$onfirm that people have understood and encourage them to respond.
Receiving Feedback
" look on feedback as an opportunity to learn and improve.
" acknowledge my emotions. " avoid letting my emotions either prevent me from hearing or
distort what " am hearing.
" avoid being defensive, e%plaining or justifying. " listen, then ask &uestions and paraphrase to
check my understanding.
"f not clear, " ask about the impact of my behaviour. 'he actual impact of my behaviour may be
different from my intent.
" thank other people for giving me feedback.
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