Managing Working Relationships Rules of Feedback

Dr Paul Spencer Researcher Skills Development Officer Research, Business and Innovation

Feedback: Giving and Receiving

We all give and receive feedback from almost the moment we are born! However, we dont all do this in the same, effective way. Try this: Close your eyes and imagine feedback as a picture What do you see?

Hovering Hands

Hold your hands above your knees Think how many times you have received valuable feedback in a week For each time place a finger on your left knee Think how many times you have given valuable feedback in a week For each time place your finger on your right knee

What happened?

Where your fingers still hovering or did you run out of fingers? The quality of the feedback can determine whether you are in a learning culture or a power culture So quality of feedback is important in order to learn more about yourself and others

There are three things that are extremely hard: Steel, a diamond, and to know ones self Benjamin Franklin

Knowing you, knowing me

JoHaris window (Joe Luft and Harrington Ingham) A window on how you see yourself and how others see you Not comprehensive, not static, just an indicator of how you interact

The window
Known to self Not known to self

Known to others

Public self

Blind self

Not known to others

Private self

Untapped potential

So what?
You can try this for yourself Take a grid like the one before Choose 5 or 6 adjectives that best describe you and place them on the grid Record those and then let someone who knows/works with you repeat See if the two differ, how does your self perception compare to your public perception

The aim
Is to push the boundaries of your public self Easier to do when there is mutual trust Reduce private self by disclosing more Reduce blind self by seeking feedback The latter is more likely to be honest if the
former is offered Both may feel uncomfortable to do but is ultimately worth it.

Giving Feedback

I need a volunteer

Giving Feedback: some rules?

Positive feedback is motivating Focus on behaviour not on the

person Be specific not general Use observation not inference

Giving Feedback: some rules

Report consequences of behaviour Be timely Direct feedback to a behaviour that

can be changed Be clear about why you are giving feedback

Receiving feedback: some rules?

Listen, listen and listen some

more Check your understanding Try not to be defensive Seek examples of behaviour

Receiving feedback: some rules?

You choose what to do with the feedback Relate to other situatons and experiences Check feedback with others Thank the person and let them know how you feel

Finally
Feedback is like receiving a gift Some gifts are really useful Some gifts are never used and are filed away You would always thank someone for taking the time to
give you a gift