Creating A Feedback-Positive Environment
Aspects of Feedback There are two distinct aspects when we talk about feedback: giving/offering and requesting/receiving. In our coach training program (www.mclarencoaching.com/coach-training), we separate offering and requesting feedback into different training days so the distinction is very clear. It seems that for most people, both are fairly uncomfortable. In the world at large (or at […]
Take That! (How to Receive Feedback)
Over the last several months, I have written a series of blog posts on feedback – both how to give it and how to ask for it. I recently had an experience that reminded me of a particular aspect of feedback that I thought I should share. Several months ago, I applied for a panel […]
Creating a Culture of Feedback
Because we are not usually encouraged to give feedback, it can be helpful to develop a culture in which feedback is freely given and received. There are two main reasons for the lack of desire, willingness and/or ability to give and receive feedback: (1) we don’t talk about it and we usually don’t do […]
Is Feedback Good or Bad?
There is a neuro-linguistic programming (NLP) pre-supposition that says “there is no failure; there is only feedback.” And yet most people characterize feedback as “positive” or “negative”; “affirmative” or “constructive.” In this way, they are changing feedback from a neutral piece of information to “success” or “failure.” Obviously, most people will be excited to hear […]
Are You Kidding Me?! How to Give Feeback (and not)
I have been blogging for a couple months now on feedback and the most effective ways to give it. Today I will give an example of the type of feedback often given and the type that is more effective. You will see the difference. I have been a member of a particular gym for many […]
When is Your Experience of Another Person Valuable as Feedback to Them?
Can Non-Factual Information be Offered Effectively as Feedback? We have thus far offered a formula of effective feedback that is outlined by the acronym INFO. Under this model, feedback must be desired (Inquire), Neutral, Factual and Observable. We have stressed that effective feedback is not a matter of opinion, but a mirror held up to […]
Offering Feedback, Tips to Guide You
Having outlined the model for giving effective feedback (http://www.mclarencoaching.com/how-to-give-feedback-part-i/ and subsequent blogs), let me sum up and offer a few more tips. Further tips on giving effective feedback: • Give specific information – factual, observable, quantifiable. • Give facts and data to emphasize objectivity; do not give your opinion. Your opinion is not feedback. • […]
How to Give Feedback, Part IV
This blog series is on how to give useful feedback. We are working through the following model. Because feedback is just information, this model is called INFO: Inquire: The first step always is to find out if your feedback is wanted. Neutral: Next, ask yourself why you are offering feedback and make sure your […]
How to Give Feedback, Part III
This blog series is on how to give useful feedback. We are working through the following model. Because feedback is just information, this model is appropriately called INFO: Inquire: The first step always is to find out if your feedback is wanted. Neutral: Next, ask yourself why you are offering feedback and make sure your […]
How to Give Feedback, Part II
This blog series is on how to give useful feedback. We are working through the following model. Because feedback is just information, this model is appropriately called INFO: Inquire: The first step always is to find out if your feedback is wanted. (http://www.mclarencoaching.com/how-to-give-feedback-part-I/) Neutral: Next, ask yourself why you are offering feedback and make sure […]
