Secrets of Positive Feedback - Douglas R. Conant. Giving and Receiving Feedback. Sections of This Topic Include Feedback: Negative, Positive or Just Right?
How to Share Useful – and Respectful – Feedback Additional Perspectives About Giving and Receiving Feedback Also see Related Library Topics Learn More in the Library's Blogs Related to Giving and Sharing Feedback In addition to the articles on this current page, see the following blogs which have posts related to Giving and Sharing Feedback. Library's Coaching Blog Library's Communications Blog Library's Leadership Blog Library's Supervision Blog Feedback: Negative, Positive or Just Right?
© Copyright Gail Zack Anderson Some of us are really good at giving positive feedback. Too little positive feedback. While working recently with a manager, I noticed that he tended to give mostly negative feedback, and very little positive. When most or all feedback is negative, people know what you don’t like, but they often have to guess at what you do like or want from them. That said, negative feedback has its place. “Good job. Giving Constructive Feedback. Performance feedback can be given two ways: through constructive feedback or through praise and criticism.
Don't fall into the trap of giving praise and criticism on employee performance. Constructive feedback is information-specific, issue-focused, and based on observations. It comes in two varieties: Praise and criticism are both personal judgments about a performance effort or outcome, with praise being a favorable judgment and criticism, an unfavorable judgment. Information given is general and vague, focused on the person, and based on opinions or feelings.Be direct when delivering your message. Get to the point and avoid beating around the bush. Positive feedback is news or input to an employee about an effort well done.
Negative feedback is news to an employee about an effort that needs improvement. The guidelines for giving constructive feedback fall into four categories: content, manner, timing, and frequency. Content Content is what you say in the constructive feedback. Manner.
Complaints. Assertiveness. Importance of effective communication for interns. Principles of effective communication. Johari window. The Johari window is a technique created in 1955 by two American psychologists, Joseph Luft (1916–2014) and Harrington Ingham (1914–1995),[1] used to help people better understand their relationship with self and others.
It is used primarily in self-help groups and corporate settings as a heuristic exercise. When performing the exercise, subjects are given a list of 58 adjectives and pick five or six that they feel describe their own personality. Peers of the subject are then given the same list, and each pick five or six adjectives that describe the subject. These adjectives are then mapped onto a grid.[2] Charles Handy calls this concept the Johari House with four rooms. Open or Arena: Adjectives that are selected by both the participant and his or her peers are placed into the Open or Arena quadrant. Blind : Adjectives that are not selected by subjects but only by their peers are placed into the Blind Spot quadrant.
Johari adjectives[edit] Motivational equivalent[edit] Therapy[edit] Johari Window.