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When you structure feedback in this way, your people will understand precisely what you are commenting on and why. And when you outline the impact of their behavior on others, you're giving them the chance to reflect on their actions and think about what they need to change.
The tool also helps you to avoid making assumptions that could upset the other person and damage your relationship with him or her.
Situation When you're giving feedback, first define the where and when of the situation you're referring to. This puts the feedback into context and gives the other person a specific setting as a reference. Behavior Your next step is to describe the specific behaviors that you want to address.
This is the most challenging part of the process, because you must communicate only the behaviors that you observed directly. Finding This Article Useful? Subscribe to Our Newsletter Receive new career skills every week, plus get our latest offers and a free downloadable Personal Development Plan workbook.
You should simply comment that he made mistakes — and, ideally, note what the mistakes were.
Don't rely on hearsay, as this may contain others' subjective judgments. Again, this could undermine your feedback and jeopardize your relationship. The examples below include a description of the specific behaviors you might want to address: All of your research was correct and each of the client's questions was answered.
Aim to use measurable information in your description of the behavior. This helps to ensure that your comments are objective. Impact The last step is to use "I" statements to describe how the other person's action has affected you or others.
I felt embarrassed because the entire board was there. I'm worried that this has affected the reputation of our team. All of your research was correct, and each of the client's questions was answered.
I'm proud that you did such an excellent job and put the organization in a good light. I feel confident that we'll get the account, thanks to your hard work. The Perceptual Positions technique can help her to explore how other people may think.
Allow her time to absorb what you've said as well, and then go over specific actions that will help her to improve. Also, where someone has done something well, help him to think about how he can build on this.
To use the tool, describe the "when" and "where" of the situation. Next, describe the other person's behavior, only mentioning actions that you have observed.
Then, communicate the impact of his or her behavior on you and others.Solo Build It!
(SBI!) is the all-in-one system of process, tools, guidance, updating and 24x7 help. Here is its complete set of tools.
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