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10 steps in giving effective feedback

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Feedback is an effective tool to use in different context, highly useful in training activities, team buildings but also organizational teams and business.

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									  10 steps in
giving effective
Feedback is an effective tool to use in
different context, highly useful in training
activities, team buildings but also
organizational teams and business. The whole
purpose of offering feedback is to help people
change by reinforcing positive behaviors or
improving negative ones.The list below will
                           help you structure
                           your feedback for
                           any situation that
                           requires it.
1. Identify the problem clearly
Invest your time in assessing the
situation and identifying the problem.
Is this an isolated event or does this
problem affect more areas and in a
repetitive style?
How does this need
influence his/her
performance? How
does this need
affect the rest of the
2. Select a time and a place
Selecting an appropriate environment to give
feedback is highly important. Feedback
should be given in person and in private,
without any disruptions or interference from
the outside.
                     You should first explain
                     your reasons for offering
                     feedback and that it is in
                     her/his best interest.
3. Setting the stage
Explain that feedback focuses on a
specific behavior and not on the
person as a whole, and should not
be taken as an attack, insult or
negative criticism.
Ask him/her to keep
an open mind and
not become
defensive, even
though you know it
is difficult to listen.
4. Describe the behavior
Focus on the observations you have
regarding a specific behavior. Feedback is not
a judgment but rather a description of events
where you have seen that specific behavior.
5. Make your case
These observations are not
interpretations or conclusions,
just facts that affect you/your
team/organization. Explain how
this behavior is influencing
his/her peers.
6. Hold your ground
By this point, he/she will react to your speech
and either tries to end this discussion by
making excuses about the behavior or will
accept your arguments, and will commit to
                       If the second scenario
                       occurs you may skip to
                       number 10, if not
                       continue with the
                       following points.
7. Explore the situation
Before you can move further you
need to understand the exact
context in which this behavior
appears, what is the true nature of
this demeanor. He/she will try to
find explanations and
interpretations of how they see the
8. Outline the positive consequences
People usually react to positive
reinforcements that detail how they are
beneficial to him/her. This is the moment
                       when you should
                       describe how adjusting
                       this specific behavior
                       will not only bring
                       benefits to him/her, but
                       also to the ones
                       around him/her.
9. Outline the negative
If the positive reactions are not enough
to convince him/her, you have to have to
resort to explaining the negative
reinforcements and punishments that
are going to affect him/her.
Do not sound
threatening; just
state the usual
this type of
behavior usually
10. Plan for change
The final step should describe a clear
commitment to change or improvement and a
clear plan on how to achieve this goal.

                   Set deadlines to check
                   if he/she is following
                   the plan and commit
                   yourself to helping
                   him/her attain his/her
For more training and
team-building advice
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