Receiving Feedback from Others
What communication strategies do you personally have in place to ensure that you are effectively receiving feedback from others?
I agree with you! I often ask the first question "what can I do to help", however, I will definitely incorporate the second "what can WE do better". I believe these two questions will make us efficient in our settings, both individually and collectively. Thank you!
Mr. Palmer,
It is refreshing to hear that you take the time to consider how you could help in other departments. I would think that is a positive way to open the door for positive feedback without feeling criticized.
Listening is key to all effective communication, without the ability to listen effectively messages are easily misunderstood – communication breaks down and the sender of the message can easily become frustrated or irritated.
I and actually often concerned that I don't really have a communication strategy in place for receiving feedback. I feel that too often I just rely on others to offer feed back when needed. I do try to encourage feedback by asking for it from students and peers. I try to show by my actions and deeds that I am truly interested in what others have to offer in way of feedback. I let people know that I am available to them and I am always inquiring as to whether or not the instruction or assistance I am offering is meeting their needs. In the absence of an actual strategy, I am hopeful these other actions will encourage feedback.
I find that taking notes and paraphrasing after receiving feedback is extremely effective. Keeping emotions to a minimum and asking for time before responding is also very useful.
In my daily work I ask for feedback from clients and colleagues directly. If I am present when others are receiving feedback I practice active listening, (not listening to respond) and I ask myself, "can those comments be applied to me as well, do I do this similar thing and could making an adjustment empower me as an employee or empower others around me." I listen to how others give feedback, and take mental notes to see what kind of response it yields.
I have always had an open door policy and always welcomed any feedback to make processes improve. Also, in departmental meetings, it is always helpful to ask questions and get everybody's opinions and feedback on whatever the question at hand may be. It seems more people are willing to offer feedback in a group environment when a bunch of other people are doing the same.
I am open to listen opinions and feedback; I try not to feel threatened by feedback
Make sure that you have a clear and open mind set for the feed back you are about to recive.
I believe the best strategy is being approachable for communication. If you are not approachable no one wants to communicate with you.
Even though we have regularly scheduled meetings, I find the best way to get feedback is to have an informal one on one with various staff, peers or colleagues. Many people do not respond back to the emails you send asking for their opinions in a timely manner or at all. This one on one approach allows you to get more responses because nobody feels intimidated (as in a group setting) if they say something that is not norm.
I am very careful to monitor my body language so that I do not intimidate the person I am communicating with. I also try to stay positive so the person feels that I am encouraging feedback.
I personnally meet each day with all my instructors to see how they are doing. We discuss class and students progress and I get feedback on the the days activites.
Peggy,
This is good advice, thanks! I have found that when giving feedback, explaining what you have observed or perceived as opposed to telling "how you feel" is a key to keeping emotions out of the picture, at least to a point, and also allows the other person an opportunity to respond.
Jay Hollowell
I find that if I am a person that is open to feedback it is easier on the person giving it. That works most of the time but sometimes my emotions get the best of me and I am not as open. I then leave the situation and when I cool down I go back and discuss the feedback and find out that they are helping me to improve myself.
I make sure that I'm focused on listening to their statements and then understanding what the root issues are.
I try to listen and document what is said
I make eye contant and I ask the students to repeat what was said. I look for body gesture that may indicate understanding.
Being open to change and listening to the facts.
