Transform your professional development with a feedback training course from Rising Vibe
Effective feedback is when we share a message that reinforces what is going well, or highlights a development need and what needs to change going forward. Ultimately effective feedback will become positive feedback to the receiver if delivered with positive intent. It can provide recipients with insight or suggestions that contribute to desired outcomes.
Enhance your leadership capability by developing skills within your organisation with professional development around framing and delivering feedback effectively. Our training courses offer practical tools to understand the impact of delivering feedback, how to frame feedback constructively with positive intent and how to use it to develop individuals and improve performance, motivation and engagement.
What is the principle of giving and receiving feedback?
Feedback is a two-way process. Leaders and line managers are expected to provide feedback, but they should also encourage feedback from their team members. If both the leader and direct report emerge from a feedback conversation focused on an ‘our way’ solution, it can have a significant impact on the bottom line.
Even constructive feedback elicits emotion, so empathy is critical. Often you will need to support someone by hearing, acknowledging and taking action, so the outcomes and purpose of the feedback need to be clear and explicitly communicated.
After delivering feedback, we must be ready to listen to hear, not listen to respond. Give the person receiving the feedback an opportunity to share their thoughts and reflections, as well as ask questions to enable clarity.
When there is trust and a sense of safety, both giving and receiving feedback will feel more ‘comfortable’. Mutual respect is key, and when feedback is adopted as a two-way process, it takes on a new dimension.
The right time and place
Timing is important. The most effective feedback has a nuanced delivery, time and place and the timing often hinges upon the required impact and severity of the situation. The place matters as much as the time; the office or Teams isn’t always the best option.
Maybe it’s in a coffee shop. Maybe it’s on the job or maybe at the place where the situation occurred. Spectators and gossip can only complicate the situation. Remember, each opportunity for constructive feedback presents a new chance to make a helpful and supportive impact on your workforce.
Who is feedback framework training for?
Giving and receiving feedback in the workplace is important to change unhelpful behaviours, improve productivity and evaluate performance. Employees and managers must be aware of their strengths and areas for improvement to continue to excel and adapt accordingly.
Feedback can prevent performance from going off track or becoming misaligned. It also prevents the waste of valuable time, energy or resources.
One key characteristic of an effective leader is their ability to reach organisational goals through the direction and motivation of their teams and stakeholders. Giving constructive feedback helps individuals grow by learning how they can improve and reinforcing what they are already doing well.
Giving and receiving feedback training is a fundamental need across all levels of any organisation.
What you gain from a feedback training course
When you make a conscious choice to give and receive feedback on a regular basis, you demonstrate that your organisation values personal development and open, honest and transparent conversations. When feedback is delivered effectively and we learn how to receive it with positive intent, the interaction doesn’t have to be painful, demoralising or daunting. The more we practice giving and receiving feedback, the more effective we will become.
Most people have goals in mind when it comes to their professional development. Receiving feedback can be a great way to help reach those goals. Like pieces of a puzzle, the more feedback you give and receive (whether it feels like positive feedback or negative feedback), the clearer the picture will get.
How to receive feedback
The key to receiving feedback is to listen. Our relationship with the person sharing the feedback, how we are feeling at the time and our belief around the intention behind the feedback, can all impact our listening ability.
People can become defensive or shut down when on the receiving end of what they construe as negative feedback. This is a natural human reaction. However, you risk missing out on opportunities to improve and excel each time this happens. Learning how to receive feedback is a critical skill to learn as part of professional development.
Taking the initiative to ask for feedback on a regular basis can be extremely empowering. Asking for it gives us a sense of control, and receiving feedback regularly will mean it becomes more ‘comfortable’, and therefore easier to manage our emotional responses.
When we sense a threat, our brains naturally go into fight-or-flight mode. The number of hormones released into our bloodstream increases, resulting in heightened emotions.
Receiving perceived negative feedback can also threaten our natural desire to belong and put us into a state of social threat or social pain. While we are not as dependent on others for survival today, feedback that feels negative may still raise the alarm that our place in the group is being threatened. Social pain can stop us from being open to receiving feedback, and also stop us from giving feedback to others.
Though it’s natural to feel this way, it’s possible to overcome it. Once you stop seeing feedback as negative, you can learn to manage your emotions more effectively.
