How to Give Feedback Please print and fill out this Quick Reference Guide and accompanying worksheet as you work through your feedback session. This worksheet can be used with individuals or for other team building or team coaching activities.

Process for Giving Feedback: 1. Reflect on the situation and goals

Describe the issue. Gather information or documentation about the issue. Put the focus on the specific behavior and not on the person. Define what you want to achieve with this discussion.

2. Prepare the feedback

Identify your key points. Have your details, data, or documentation ready to make your case. Anticipate what the other person might say and how you would respond.

3. Rehearse your message

Step through your main points mentally before starting the exchange. Share your thoughts with a trusted colleague as a reality check. Practice using a positive, constructive tone.

Adapted from materials provided by the Wake Forest University School of Business Organizational Behavior and Communications groups.

Sample Feedback Approach

(Describe, Acknowledge, Specify, Reaffirm):

(Describe) “When you [do this], (Acknowledge) I feel [this way], because [of such and such]. (Specify)

What I would like you to consider is [doing x], because I think it will accomplish [Y].

(Reaffirm)

Do I have your commit ment to do X?”

4. Set the conditions for the session

Determine the appropriate time and place. Minimize distractions or interruptions. Sit facing each other so there are no obstacles between you (e.g. desk)

5. Deliver the feedback in a positive manner Recognize the person’s value. Keep your emotions in check. Be confident about your message. Show you care by framing ideas in positive, professional terms.

6. Discuss the issue inviting input from the person (to effectively address issues)

Use space and body language to reinforce your intention to find a positive resolution. Give the other person space by pausing for discussion.

7. Check understanding

Check to ensure other person understood the message and intent of your feedback Clarify and reinforce message as needed. Help the other person to see the bigger picture and recognize how the issue issue connects to the team or community.

8. Develop solutions & set expectations Provide the optimal solution and reinforce expectations. Allow the other person to contribute to the solution.

9. Gain commitment to change Seek the person’s commitment to change behavior.

10. Develop a plan to follow through

When I receive effective feedback, I’m more aware of how I impact others. I’m motivated to be trusting and open.” ~ MSA Program Alum ‘14

Feedback Best Practices People need to feel safe in their work groups. It’s best to deliver feedback in a way that shows you value the person. People need to feel like they belong to a worthwhile cause or to something that matters. Inviting them into the problem solving process when issues arise keeps them included. People need recognition. Showing appreciation is free. Do it often and with sincerity. Create a bond between a person’s valuable contribution and their accountability. Do this by revisiting goals to make sure they are clear and understood.

Identify when and how to revisit the issue to ensure resolution.

Download this worksheet and other coaching and other leader development resources from clc.business.wfu. edu in the Resource Center. COPYRIGHT © 2015 WAKE FOREST UNIVERSITY, ALL RIGHTS RESERVED. www.clc.business.wfu.edu

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