Do you get sweaty palms, pits or anxiety when you know you need to give someone constructive or negative feedback? In my 30ish years working in the business world, feedback is a constant challenge and stress for leaders and employees everywhere. And let’s be honest, people in all settings – personal relationships can be even more difficult!

I love giving constructive feedback to people when something does not go well!

Said. No. One. Ever.

So many fears, reactions, emotions, and complexities. People tend to over-think, over-react, avoid, procrastinate, resist and often OBSESS about how to give feedback to others.

 

Watch my video below for 3 steps to give feedback that is

CLEAR, CONCISE & CONCIEVABLE.

Given the spring weather that many of us are hoping for right now, I dug up this video I did outside on my lake last summer so you can enjoy the scenery while you watch!

This video will simplify the complexity of giving feedback and follow 3 easy steps to:

1. PREPARE: Actions to prepare your state of mind/emotions, common purpose and key points (critical step that’s often missed!)
2. GIVE FEEDBACK: 3 steps for giving feedback based on Center for Creative Leadership’s (CCL) SBI model that help you clarify and convey the feedback (we often lead with details or emotions that muck up the points we are trying to make). I love this model because all my clients get it very quickly, it’s easy and logical to follow. Thanks CCL, to read more about the model go here.
3. ENGAGE & GAUGE IMPACT: Tuning in and inquiring on what the person received and heard and discussing next steps for actions and change after you’ve shared it (2 way dialogue is key.)

If you try this out, I’d love to hear how it goes, email me here. As always, please reach out if you need support or your leadership team or culture are ‘feedback adverse’ or not very skilled in it. Giving and receiving feedback are critical leadership competencies that can make or break the performance, teamwork, and well-being of people and organizations. It also impacts our personal relationships, so let’s dig in and do this right! P.S. If you’re on LinkedIn and would like to receive this newsletter on there, click here.   My best always,   Jen