Giving and receiving feedback - University of Oxford and receiving feedback Hannah Boschen Oxford...
Transcript of Giving and receiving feedback - University of Oxford and receiving feedback Hannah Boschen Oxford...
Objectives for the workshop
Today you will:
• Learn how to prepare for and structure the giving and
receiving of feedback
• Practise the skills necessary to give and receive
feedback in a clear, positive and constructive manner
What is feedback?
• The means by which one person
recognises/acknowledges another’s achievements and
highlights areas for development
• ‘Feedback is information about our actions that helps
us to learn’
Praise and the appraisal’, Nancy Slessinger, 2003, Vinehouse Essential Ltd
Why is it important?
‘People at work have three basic rights which can only
be met by receiving ongoing feedback:
• To know what’s expected of them
• To know how they are doing
• To know what they need to know to
improve/become even better’
Peter Honey
What currently happens where
you work?
• When do you give feedback?
• Who to, and when? (Specific times? All the time?)
• How do you usually give feedback?
• How often do you hear feedback? How does it
happen?
The Johari Window: Why we avoid
feedback
Public Blind
Private Unknown
Known to
others
Not known
to others
Known
to self
Not known
to self
Based on Luft, J.; Ingham, H. (1955). "The Johari window, a graphic model of interpersonal awareness". Proceedings of the western training laboratory in group development (Los Angeles: UCLA).
The cost of avoidance
• No improvement in an activity that needs to change
• Gives a signal that nothing needs to change when it
does
• Gives a signal that you haven’t noticed or don’t care
when something has been done well
• Has a long term effect on success and motivation
A framework for giving feedback: EEC
• Works as well for praise as it does for change
• E talk about a specific example of what went right or
what went wrong
• E explain the effect of what happened
• C say what you need to see continuing or changing
Feedback tips
• Be specific and clear
• Own the statement ‘I have noticed’ not ‘you seem to’
• Be prepared to listen - you may be making
assumptions that are unfair
• Don’t be personal - focus on the behaviour not the
person
• Describe exactly what you have observed rather than
what you’ve heard second-hand
Feedback tips
• Be realistic - only focus on behaviours you think it’s
possible and important for an individual to change
• Ask for ideas rather than telling and discuss options
rather than giving solutions
• Be encouraging - it’s not a hit and run. Make it clear
you’re prepared to talk about this again
• Timing: immediate feedback is most valuable, don’t
store it to give when it’s no longer helpful
Receiving feedback
Avoid:
• Justifying: ‘well, you’d have done the same...’
• Explaining: ‘well, what really happened was...’
• Denial: ‘no, that didn’t happen at all...’
• Self-deprecation: ‘anyone else would have done the
same...’
• Embarrassment: in response to positive feedback
• Anger/hurt: in response to negative feedback
Receiving feedback
Instead…… • Thank the other person for their feedback
• Absorb it
• Reflect on it
And ONLY then...
Decide if you want to take it on board, challenge it or
reject it
Putting it into practice!
• Individually make a note of some feedback you would
like to give (or have given someone) using the EEC
framework (5 mins)
• In pairs take it in turns to say it out loud to the other
person
• Give each other some feedback: starting with the
giver of the feedback - how did it sound? What
worked well? Anything to change/do differently?
• Then the receiver to give their feedback