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A strategically increased quality feedback helps develop better relationships, engagement, engagement and accountability development to increase the level of performance.
The vast majority of team and interpersonal bonding problems have to do with poor communication. It happens that, when each person interprets reality from their vision, this perceptual distortion causes differences that could be corrected by learning communication management.
Feedback is the feedback that we can use as a tool to request information, exchange information, exchange opportunities for improvement and at the same time open up new spaces for knowledge and research on the subject.
In any process, it is important to create the right environment because if you are improvising, the emotional state of the moment to be shared may not be the best and can cause cognitive blindness – which the other person does not want to see or observe -. and the result is invalid.
In order to create the environment it is important to have a space of trust in which communication can flow. Also, after you've provided – and receive – the feedback, make arrangements about how to proceed next time. There may be discrepancies in perception that will cause you to improve your communication and persuasive skills. One key is to partially pool together the small agreements that are reached in order to achieve the final agreement that is aligned with the larger goal.
When a leader does not know how to provide feedback, they go straight to criticism. This is the most common way of expressing complaints or accusations to others. This form is free of charge if you want to create a better work environment and develop the potential of your employees. Criticism produces the opposite effect to what is desired.
The strategically collected quality feedback thus helps to develop better relationships, engagement, commitment and responsibility in order to increase the level of performance.
To achieve this, each leader must have sufficient self-awareness to face situations, not avoid difficult conversations, and channel them with highly developed emotional intelligence.
I also suggest promoting the roundtrip feedback instance, which means that the other person has the opportunity to share their impressions with the team leaders. In this way, we create a virtuous circulation cycle that forms the basis of any communication process with effective feedback.
The menu with two options added to the "traditional of the house".
There are various methods of implementing feedback instances in the organizational world.
One of the most traditional is to first deliver three salient aspects of the other person and then the opportunity for improvement by using communication ("From my point of view, I see that …", "I think it is possible to yourself." improve … "," I think so … "), that is, you make yourself fully responsible for what you say in a sense of support and construction.
This last aspect is key: you need to take control of the communication so that the other person doesn't feel intimidated or attacked, especially when there is room for improvement, as various aspects of the emotional dimension and feelings are at stake. that appears.
In this article, I invite you to learn about two more feedback methods that can be useful at different times in day-to-day management:
By providing feedback, the other person is supposed to know your perception of the reality you are observing. This doesn't mean wanting to be right at all costs or enforcing your biased vision.
The structure is to first comment on what the other person did well (it would be bread); Then mention what you think can be improved (the ingredients of the sandwich), and to end the conversation there is the serving of bread with positive aspects that could be achieved with this superior adjustment and any other general type of performance .
This type of feedback is dynamic, relatively short and can be used to quickly improve processes that need to get to the point and solve them in an agile manner.
Why the sandwich thing? Because "between two positive latitudes" it reduces the discomfort of the other person affected by the observations and creates a greater willingness and openness to listen in order to improve.
It was developed as a tool of the so-called Management 3.0 promoted by Jürgen Apello and tries to include feedback as a constant tool in the processes.
The approach is more human, centered on the person, and the improvement is directed towards the professional field and also towards individual development, which everyone can transfer to their personal life if necessary. It is a more complete and comprehensive type of feedback that does not just focus on observing the behavior to be corrected.
It's called a wrap because it's made up of a main layer that contains a number of ingredients that add consistency to the feedback you're exchanging.
Here is the recipe step by step:
Describe the context: In the first part, describe the fact in detail and without negative emotional burdens (i.e. emotional neutrality), without interpretations and judgments. Make sure the other person understands what you are communicating
Write down your observations: Write down everything you have observed: the good, the not-so-good. The idea is to be overcome and improved, not found guilty. You can suggest that the other party take notes as well.
Express your feelings honestly: in each moment you describe the events, associate and specify how you felt in that moment. Don't overdo your feelings: everything in the fairest dimension.
Prioritize what you have listed in writing and rank it by value: highest to lowest. What value do you want to achieve in any situation that can be improved with clear and tangible indicators.
Finish with specific suggestions: Ask the other person what three things they can do to narrow the gap between your needs and the events just described. Allow yourself to express yourself freely, ask questions, and engage in topics that are important to you. Then come up with suggestions and agreements that will allow us to move forward: this is the importance of feedback.
By using these feedback methods consistently, you can improve processes, achieve greater clarity in communication and create a culture of this type of practice at all levels of your company.