Criteria for Successful Implementation
"One of the key proficiencies a good leader must possess is the art of giving and receiving feedback. All of the other tools of leadership combined will not allow anyone to be fully effective if feedback is lacking. The vision, talents, and competencies of both the leader and the followers will not interconnect in true synergy without this vital link, this bridge, this lifeline" (Kunich C. J & Lester L. R, 1996).
Giving Feedback
Follow the rule of FEEDBACK.
Frequent: As often as needed
Early: Right after wanted or unwanted behaviour
Evidence-based: Provide a proof base example
Dialogue-oriented: Have a conversation
Beneficial: Should be helpful for the person receiving it or it will defeat the purpose
Accurate: Has to logically flow with the evidence
Clear: Be honest and sincere. Do not sugar coat it
Kind: Be Professional and don’t attack the person with harsh words
Kunich C. J & Lester L. R, 1996
Receiving Feedback
Listen Actively: Make eye contact with the speaker. Ask probing questions to make sure you understand whats being said
Dont Become Emotional: Breathe deeply. Sit back. Adopt a relaxed body posture. Lower your voice. Speak clearly.
Dont Be Defensive: This isnt aimed at you personally. Understand the other persons perspective before presenting your side of the story. Ask for more details on points you dont agree with.
Accept the Input: Even when you dont agree with everything being said, there will be some good ideas, so accept these. This shows respect for the other persons perspective.
Work to Improve: Devote your energy to finding improvements rather than disputing observations. Do not put all of the burden for finding solutions on the other person. Offers ideas of your own. (Bens, 2012, p.128)
"One of the key proficiencies a good leader must possess is the art of giving and receiving feedback. All of the other tools of leadership combined will not allow anyone to be fully effective if feedback is lacking. The vision, talents, and competencies of both the leader and the followers will not interconnect in true synergy without this vital link, this bridge, this lifeline" (Kunich C. J & Lester L. R, 1996).
Giving Feedback
Follow the rule of FEEDBACK.
Frequent: As often as needed
Early: Right after wanted or unwanted behaviour
Evidence-based: Provide a proof base example
Dialogue-oriented: Have a conversation
Beneficial: Should be helpful for the person receiving it or it will defeat the purpose
Accurate: Has to logically flow with the evidence
Clear: Be honest and sincere. Do not sugar coat it
Kind: Be Professional and don’t attack the person with harsh words
Kunich C. J & Lester L. R, 1996
Receiving Feedback
Listen Actively: Make eye contact with the speaker. Ask probing questions to make sure you understand whats being said
Dont Become Emotional: Breathe deeply. Sit back. Adopt a relaxed body posture. Lower your voice. Speak clearly.
Dont Be Defensive: This isnt aimed at you personally. Understand the other persons perspective before presenting your side of the story. Ask for more details on points you dont agree with.
Accept the Input: Even when you dont agree with everything being said, there will be some good ideas, so accept these. This shows respect for the other persons perspective.
Work to Improve: Devote your energy to finding improvements rather than disputing observations. Do not put all of the burden for finding solutions on the other person. Offers ideas of your own. (Bens, 2012, p.128)