GIVING AND

RECEIVING FEEDBACK
Dr Shailja Agarwal

Source: smallbiztrends.com

OBJECTIVES OF THE SESSION

To introduce fundamentals of giving and receiving feedback
To understand how to formulate feedback
To understand how to receive feedback
To practice giving feedback

UNDERUTILIZED RESOURCE: POSITIVE

FEEDBACK: EXERCISE-1 (VOLUNTEER ACTIVITY)

PURPOSE OF FEEDBACK
Repeat positive behavior
Discontinue negative behavior

Improve on shortfalls
Assumptions
Feedback is more likely to be internalized when. . .
Giver adopts the above intention
Receiver assumes the giver has the above intention
Source: smallbiztrends.com

EXAMPLES
Dont say this. . .

You are so good with numbers. Your

comment was exceptional again
today.

You are always so cheerful and happy.

Youre wonderful to see, especially on
a long, hard day like today.

FORMULATE YOUR POSITIVE FEEDBACK

Write down what you will say. . . .following 4 guidelines
1. Be Direct

to the person and about that person

2. Identify Specific Behavior

identify the behavior that generated your positive

regard for the outcome & person

3. State Impact

describe the outcome that the other persons behavior had

the positive experience or consequences it generated for
you or others

4. CAUTION

beware: do not describe the person! Describe what

he/she did and the impact it had.

EXERCISE-2 (VOLUNTEER ACTIVITY)

Format:
When you do/did [behavior], it has/had [this impact] on [me/the group/others], so I
just want to express my appreciation.
Turn to the person sitting next to you. Share your positive feedback about this person
with this person.
Do not provide any background, just say it.
Do NOT describe what you would say. Actually say it.

DELIVERING CONSTRUCTIVE FEEDBACK

www.cartoonstock.com

EXAMPLES
Dont say this. . .

Say this. . .

It seems like you always shoot holes in

any of the proposed solutions that I
bring to you and you never take the time
to consider them.

Yesterday, when I proposed a new way to formulate

budgets, you cut me off mid-sentence and identified three
reasons why it would never work. That makes me feel as
though you are not open and that you do not value my
effort and insight.

You dont do a very good job of

listening to me.

Id told you about our actual deadlines and client leads

this morning but at our meeting with the marketing reps,
you provided them with deadlines that were wrong and
client prospects different from the ones that were
targeting. It makes me feel as though you do not listen to
me.

CHARACTERISTICS OF EFFECTIVE FEEDBACK

Specific and objectively
descriptive
Mnemonic: SAY THIS

Constructing the Message

About behavior that can be

changed

Yours so own it
FEEDBACK

Timed Appropriately

Habitually Two-way
Message Characteristics

Incremental
Supportive and constructive

POOR FEEDBACK HABITS

Trying to improve too many aspects of performance
Sweeping generalisations (e.g. You always show up late for
meetings)
Judging the individual, not the behaviour (e.g. You are very
abrasive in meetings)
Not owned (e.g. John said you are confused about the project and
your role.)
Too late
Too long (e.g. blah, blah, blah...)
In public

EXERCISE 3: DELIVERING CONSTRUCTIVE

CRITICISM

EXERCISE-4 (VOLUNTEER ACTIVITY)

EXERCISE-5 (VOLUNTEER ACTIVITY)

RECEIVING FEEDBACK

kentblumberg.typepad.com

YOUR BEHAVIOR WHILE RECEIVING

FEEDBACK

Listen
Clarify
Thank
Think
Change, if required
Follow up

Source: www.jantoo.com

Do not argue/ justify and do not blame others

OBJECTIVES OF THE SESSION

To introduce fundamentals of giving and receiving feedback
To understand how to formulate feedback
To understand how to receive feedback
To practice giving feedback