The art of receiving comments,feedback and for what Is your friend
It is interesting that there is so much literature on how to give feedback and not so much on how to receive it, which could be said to be more difficult. Let's be honest; It is not always pleasant, particularly if it is negative. In this article, I hope I can help you see it as positive and useful. Then he is on the way to welcome you and improve your experience.
We learn most of what we know by doing. In a new job, a new role or even in a new situation at work, we launch and we hope that we will continue on, learning as we go. We find out whether we are doing it well or not from the comments, either as tangible results or visible, of the people involved, of a boss or a mentor. In the process of learning by doing, feedback is the most important tool.
Think about it. If you have driving lessons, dance classes or golf training, what are you paying? Yes, the know-how is explained to you, but in itself it is not enough. It would be laughable to learn to handle only from the explanation. Even if you are self-taught, you will have learned by trial and error (that is, you will give feedback and you will correct yourself) as you progress. So, going back to the original question, what are you paid for by a driving instructor, a dance teacher or a sports coach?
Actually, you are paying for constant feedback from someone who knows more than you.
In those situations, are you afraid of feedback? Avoid it? Discuss and fight it? Not because? Because you know what is the way to learn and improve. You are winning with the experience of someone else.
Somehow, getting feedback in a work situation seems different. It may have to do with defending your position, fear of failure, fear of exposure or fear of personal criticism. It feels more personal, although in reality it is not more than anywhere else.
Going back to your sports or driving lessons, did you take the comments personally? Not really, or at least you have accepted that sometimes it will be difficult. Why? Because you know that it is not about you (as a person) but about what you are doing (your actions). The trick is to see your work as a continuous learning experience and think about it as you would with any other learning. Having consider your Driving lessons, when you were in the driver's seat, you need to be told what to do next or why the engine squeaked you, it will help you to accept comments with humility.
It is about perception and attitude. If you can be open to feedback and see it positively, even if you are misinformed, it is more than half the welcome. It can help you remember that:
It's about your actions and not about you.
It is a means to an end: learning and improvement.
Ask for comments
Receiving feedback is much easier if you ask how well you are doing and how you can do it better as a matter of course. It puts you in control of the process and you will be ready to receive it, with your attitude adjusted accordingly (see the two points in the last paragraph). Asking for feedback also brings other benefits, for example:
It helps to build relationships. Almost everyone likes to be asked for help and to feel useful and valued.
Not everything is negative. You will hear good things, and sometimes surprising things, about you too!
A model of how it works.
However aware we may be, there are blind spots and unknown areas in our perceptions of ourselves. We need the opinion of other people to get a realistic picture of what we are doing, so that we can improve or simply know ourselves. The diagram of Johari's window, below, was developed in the 1950s by Joe Luft and Harry Ingrams for use in group dynamics (JoHari, you understand?). It is a useful way to show the areas of consciousness (both the self and others), represented as four quadrants:
Feedback helps you reduce your blind area (increasing your self-awareness), broadens your public area (increasing your openness and accessibility) and encourages you to share more of yourself, reducing your hidden area (increasing your openness, again, and the cooperation).
You can act based on the comments you receive or not, it's up to you. It's not about taking everything on board and allowing other people to shape it, but about being open to learning from the experience of others, listening with an open mind, reflecting on what you hear and using it in a way that makes sense to you. . If some aspects are confusing, unclear or something you do not recognize in yourself, discuss it with someone you trust to tell you the truth.
If you keep a documented DPC, take note of any comments you receive formally (coaching or training and evaluations) or informally (in the course of your daily work, on behalf of any person). Then you can reflect on it and decide what to do with it.
The art of giving feedback: how to do it well in 10 steps
At some point in his career, he will have received comments that made him feel deflated or worse, without any communication about his performance, so he had no idea if he was sinking or swimming. Now that you are a technological leader, you do not want to repeat These mistakes and it's worth it to master because your business depends on it. To help, we have broken down the different types of comments and how to communicate them correctly, so that everyone wins.
Whether you are in an early stage of startup, climbing or leading a large corporation, the comments are key to evaluate and improve performance; When comments are regularly exchanged between managers and employees, the commitment jumps to 79%. It is not surprising, therefore, that the companies with better performance are such because they are always looking for ways to be better and practical communication is part of this. Your juniors need to feel valued, encouraged and committed. Invests in making the product / business model sustainable and profitable, so they need to know that you care about their contribution and that they have a place within the team. How? Noting when they are doing well and when they are not.
Feedback should highlight both strengths and weaknesses. Too much praise can be considered condescending and inauthentic, while excessive criticism can be aggressive. Fundamentally, this does not mean that the feedback can not be 'negative', it can be; only when this is the case, it must be intentional and constructive, and delivered in a way that does not disparage or undermine the members of your team. A simple 'dressing' can make someone realize that they have made a mistake, but without A clear discussion on how it should be done, trust can be eliminated and the improvement may take longer or not happen at all. It is also worth bearing in mind that giving feedback (positive or negative) can create a "fight or flight" response in the receiver, which means that their ability to listen and act rationally, what is said may be hampered .
The feedback can be divided into three categories: positive constructive, negative constructive and negative destructive. The difference between constructive and destructive is the intention. If you want to help someone develop, it is constructive; If your goal is to make them feel bad for their behavior, then is crossing the line in destructive.
Example 1: "You made a good presentation at the previous meeting: people found it useful in the way they were established, so how would you feel about doing more in the future?"
This is positive constructive: it is recognizing something that has been done well and is reinforcing that behavior by indicating that the approach should be adopted in the future.
Why is feedback so important?
We learn most of what we know by doing. In a new job, a new role or even in a new situation at work, we launch and we hope that we will continue on, learning as we go. We find out whether we are doing it well or not from the comments, either as tangible results or visible, of the people involved, of a boss or a mentor. In the process of learning by doing, feedback is the most important tool.
Get the right mindset
Think about it. If you have driving lessons, dance classes or golf training, what are you paying? Yes, the know-how is explained to you, but in itself it is not enough. It would be laughable to learn to handle only from the explanation. Even if you are self-taught, you will have learned by trial and error (that is, you will give feedback and you will correct yourself) as you progress. So, going back to the original question, what are you paid for by a driving instructor, a dance teacher or a sports coach?
Actually, you are paying for constant feedback from someone who knows more than you.
In those situations, are you afraid of feedback? Avoid it? Discuss and fight it? Not because? Because you know what is the way to learn and improve. You are winning with the experience of someone else.
Back in the workplace
Somehow, getting feedback in a work situation seems different. It may have to do with defending your position, fear of failure, fear of exposure or fear of personal criticism. It feels more personal, although in reality it is not more than anywhere else.
Going back to your sports or driving lessons, did you take the comments personally? Not really, or at least you have accepted that sometimes it will be difficult. Why? Because you know that it is not about you (as a person) but about what you are doing (your actions). The trick is to see your work as a continuous learning experience and think about it as you would with any other learning. Having consider your Driving lessons, when you were in the driver's seat, you need to be told what to do next or why the engine squeaked you, it will help you to accept comments with humility.
Get feedback is free training
It is about perception and attitude. If you can be open to feedback and see it positively, even if you are misinformed, it is more than half the welcome. It can help you remember that:
It's about your actions and not about you.
It is a means to an end: learning and improvement.
Ask for comments
Receiving feedback is much easier if you ask how well you are doing and how you can do it better as a matter of course. It puts you in control of the process and you will be ready to receive it, with your attitude adjusted accordingly (see the two points in the last paragraph). Asking for feedback also brings other benefits, for example:
It helps to build relationships. Almost everyone likes to be asked for help and to feel useful and valued.
Not everything is negative. You will hear good things, and sometimes surprising things, about you too!
A model of how it works.
However aware we may be, there are blind spots and unknown areas in our perceptions of ourselves. We need the opinion of other people to get a realistic picture of what we are doing, so that we can improve or simply know ourselves. The diagram of Johari's window, below, was developed in the 1950s by Joe Luft and Harry Ingrams for use in group dynamics (JoHari, you understand?). It is a useful way to show the areas of consciousness (both the self and others), represented as four quadrants:
Feedback helps you reduce your blind area (increasing your self-awareness), broadens your public area (increasing your openness and accessibility) and encourages you to share more of yourself, reducing your hidden area (increasing your openness, again, and the cooperation).
Next steps: how to use comments
You can act based on the comments you receive or not, it's up to you. It's not about taking everything on board and allowing other people to shape it, but about being open to learning from the experience of others, listening with an open mind, reflecting on what you hear and using it in a way that makes sense to you. . If some aspects are confusing, unclear or something you do not recognize in yourself, discuss it with someone you trust to tell you the truth.
Continuing Professional Development (CPD)
If you keep a documented DPC, take note of any comments you receive formally (coaching or training and evaluations) or informally (in the course of your daily work, on behalf of any person). Then you can reflect on it and decide what to do with it.
The art of giving feedback: how to do it well in 10 steps
At some point in his career, he will have received comments that made him feel deflated or worse, without any communication about his performance, so he had no idea if he was sinking or swimming. Now that you are a technological leader, you do not want to repeat These mistakes and it's worth it to master because your business depends on it. To help, we have broken down the different types of comments and how to communicate them correctly, so that everyone wins.
Why is feedback vital for growth?
Whether you are in an early stage of startup, climbing or leading a large corporation, the comments are key to evaluate and improve performance; When comments are regularly exchanged between managers and employees, the commitment jumps to 79%. It is not surprising, therefore, that the companies with better performance are such because they are always looking for ways to be better and practical communication is part of this. Your juniors need to feel valued, encouraged and committed. Invests in making the product / business model sustainable and profitable, so they need to know that you care about their contribution and that they have a place within the team. How? Noting when they are doing well and when they are not.
Types of feedback
Feedback should highlight both strengths and weaknesses. Too much praise can be considered condescending and inauthentic, while excessive criticism can be aggressive. Fundamentally, this does not mean that the feedback can not be 'negative', it can be; only when this is the case, it must be intentional and constructive, and delivered in a way that does not disparage or undermine the members of your team. A simple 'dressing' can make someone realize that they have made a mistake, but without A clear discussion on how it should be done, trust can be eliminated and the improvement may take longer or not happen at all. It is also worth bearing in mind that giving feedback (positive or negative) can create a "fight or flight" response in the receiver, which means that their ability to listen and act rationally, what is said may be hampered .
The feedback can be divided into three categories: positive constructive, negative constructive and negative destructive. The difference between constructive and destructive is the intention. If you want to help someone develop, it is constructive; If your goal is to make them feel bad for their behavior, then is crossing the line in destructive.
Example 1: "You made a good presentation at the previous meeting: people found it useful in the way they were established, so how would you feel about doing more in the future?"
This is positive constructive: it is recognizing something that has been done well and is reinforcing that behavior by indicating that the approach should be adopted in the future.
