The 4 Secrets to giving great feedback

How are you at giving feedback?

According to this Ted Talk from psychologist LeeAnn Renninger most managers fall into one of two camps…

Camp one: the nice and soft approach. Your feedback is gentle and thoughtful; so gentle in fact, that the person doesn’t realise you're asking for a change and blindly continues on their path.

Camp two: you’re a little more blunt and direct. So blunt in fact, that the person automatically jumps on the defense and then is “switched” off to the rest of your remarks.

Possibly you fall in the middle of these two?

I’d put my hand up as camp 2 attendee in the past, with many years of development things have (hopefully) shifted somewhat!

Regardless of your current style I really liked this four step method that LeeAnn proposes – the video below is well worth a quick watch. ( less than 5 minutes)

*Note: the video is mostly focused on providing difficult feedback but of course the lessons work equally well for positive feedback.

Step 1: Start with a micro-yes

This is the first secret and the trick to ensuring the other person feels open and receptive to your statements.

LeeAnn suggests something like: I have some ideas for how we can improve things, can I share them with you?

What you are working to here, is the first yes and a spot of what she calls ‘micro-buy-in’

Step 2: Your data point

This is where you state your observation, feedback or idea.

LeeAnn’s company, the TrainingLab, says that good feedback givers avoid what is called ‘blur’ words – which is anything vague.

It’s time to get specific.

Instead of ‘you aren’t very reliable’, try ‘you said you’d get that report to me by 11 and it hasn’t arrived yet’.

Step 3: The impact statement

Explain the impact from your datapoint above.

For example – ‘because I didn’t get that report we’ve missed our next shipment and there will be delays,’ or ‘I really like how you’ve added in extra quotes to the report it’s much easier to grasp the concepts now.’

4. End on a question

Great feedback givers apparently always end on a question. Think dialogue rather than interrogation!

They’ll ask something like; this is what I think we should do, what are your thoughts on it?

TrainingLab’s research also show great feedback givers don’t only say their messages well – they ASK for a lot of feedback.

“…our research on perceived leadership shows that you shouldn't wait for feedback to be given to you -- what we call push feedback -- but rather, you should actively ask for feedback, what we call pulling feedback. Pulling feedback establishes you as a continual learner and puts the power in your hands.”

Good luck with your next feedback session and getting some pull feedback!