Staying open to feedback can be tough to pull off, but it has to happen if the two-way communication and improvement can take place. If possible, one great way to keep things open and honest is to foster a good relationship with the person giving or receiving feedback well prior to meetings. Of course, if such a relationship is difficult to create, then feedback and communication can be difficult.
Whenever I receive feedback, I make sure that I center myself and that I am calm. It took quite a while for me to get to the point where I was able to receive feedback in an open and accepting way, but I worked on it for a long time. It can be difficult still when hearing someone tell me information that is disappointing or frustrating. However, I tell myself that it is critical for me to listen and to learn what other people think in order to make whatever it is they provide me feedback about better.
Keeping an open mind is a great point. There is a tendancy to get anxious and nervous when feedback is given.
I try to effectively listen to feedback and provide the receiver with a short paraphrase of factual statements made to ensure that I am understanding the intent of the feedback.
The most enjoyable working conditions I have been in are ones that foster that open communication. Working in cultures that collaborate and invite in creative dissonance creates an exhilarating work environment. Questions can improve outcomes and clarify team goals.
In my team meetings I try to keep communication clear and concise. In giving feedback I work on being honest and open to responses from subordinates. I try to avoid reacting to emotionally charged communications waiting to respond in either oral or written communications until I can be objective and keep feedback to employee behavior. I always liked the sandwich technique to feedback sessions – start with a positive, state what you see as needing to be corrected and then end with a positive point. I also try to remember to give feedback on positive behavior I have witnessed in employees as well.
I stay in touch with instructors working in morning and afternoon sessions and share ideas r/t the curriculum. This practice not only enhances mutual understanding among us but plays a significant role in rendering effective, consistent, and professional service to our customers-students.
I limit my reactivity and listen first.
I also consider the source and the situation.
If I am unhappy with my performance in a situation, I am usually the first one to notice.
If I am surprised about feedback or don't agree with the feedback, I ask myself how much this moment will effect my career or life in 5 years.
If there is a possibility that it will be momentous, I will discuss the feedback with the the giver.
I am one of those perfectionists who tend to take feedback as criticism. I prepare myself for feedback, ensure I am careful not to react negatively, and think over feedback by analyzing it carefully. This assists me in maintaining my objectivity about my own shortcomings and successes.
Hi Karen
I agree that it's important to try to see yourself through the eyes of others. This is important in the classroom as it is in a corp environment. Even if you don't agree with the criticism, it is important to at least try to see the other person's POV. That can go a long way in bridging the gap.
Hi Karen! I think your observations are right on point! That's why it is so crucial for both the sender and receiver (as with most communications) provide explanation and feedback, collaboratively, from their points if view.
Thanks for your comments!
Jay Hollowell
ML120 Facilitator
I think the most important thing I do with regard to this is that I try always to remember that even if I don't agree with the person who is giving me feedback, whatever s/he is saying is a reality for her/him. We all see things differently, and I think it is especially important to remember that.
Hi Joseph! Thank you for your comments. I particularly appreciated your reference to being self-reflective - I think that this is a component that is often left out of the feedback process. We may receive feedback and act on it, but to really self reflect and improve overall as a result takes receiving feedback to the next level.
Jay Hollowell
ML120 Facilitator
When receiving feedback remained open minded, self-reflective. Remembering what worked what did not work with how to improve either next time in mind
Hi, Kim this is a good point; in my mind, an open door policy means that I am available, approachable, and hopefully helpful and supportive, but not necessarily available all of the time!
Jay Hollowell
ML120 Facilitator
Thanks Kim, you're right and questioning techniques are actually skill-based and subject to practice.
Thanks for your observation,
Jay Hollowell
ML120 Facilitator
Thanks Ryan! An open mind is the first prerequisite for receiving feedback; observation and perception go hand-in-hand.
Jay Hollowell
ML120 Facilitator
I try to keep an open mind. look at things from thier point of view.
I am always open and never get defensive. People seem to have no issues giving me feedback. Some times, they are too honest because they know I can take it.
There is nothing worng with asking questions that is how you get to know what is going on and it is not hear say from other employees
