I have received training on conflict management that has been very valuable in these situations. Active listening skills are very important in these situations because the other individual wants their opinions and concerns heard and understood by others. Repeating what the other person is saying by paraphrasing and using the proper body language is important in this type of environment and is also very useful in feedback situations. I ask others their opinions on what can be done to improve a process or issue. Of course, not all feedback or ideas can be used and some are outright impossible to carry out. However, when employees (direct reports, peers, etc.) think their opinion count, they are more willing to give valuable input and more readily accept change.
I try to keep an open mind and view the situation from the giver's position. Acknowledging his/hers view point helps me understand the situation. From that point, we can work together to solve the issue.
I just changed in status from an instructor to a manager and I took this course with the intent to help me become a better manager as I am not they type that likes, needs, or even wants reconnection nor finds feedback useful to my job performance. I thought this course would give me tools to use. So as of this moment I have nothing in place short of the normal classroom observations and standard feedback techniques that were already in place.
I ask for face-to-face feedback from my department director when we collaborate on ideas and when assessing my teaching skills.
I don't like to be asked to just sign a form because "everything is fine and my survey numbers are good".
I want my director to acknowledge what is working. That said, I wonder what improvements I could be making - disregarded because my ratings have me in certain zone.
I set aside an appropriate time where I can effectively listen. Trying to multitask when it comes to feedback has been one of the biggest downfalls in receiving past feedback. In, addition I try to leave my questions until the end and keep them as clear as possible. This course has given me some valuable tools to assist in my receiving feedback but also in my delivery. It has made me aware of when someone is being intentional with their feedback based on the customization of their approach.
Hi Troy, I need to work on the body language. I am an open book and that does not always come across correct or effectively. I am working on how to deal with this and if you have any suggestions that would be great! Ty Lisa
Thanks Dr. Faulk!
You raise an excellent point! Receiving feedback can not only help one personally, but also give you an insight into the observations, perceptions and even characteristics of the person providing the feedback.
Jay Hollowell
I keep an open mind and view feedback as an opportunity to learn. I assume the other person/s have my best interests at heart and are coming from a place of wanting to help. Even if I find the feedback inexplicable or not relevant, I see it as an opportunity then to learn more about that person's perspective. Let's say a student is giving feedback about course assignments that he/she sees as irrelevant to the course or perhaps as busy work or perhaps as too difficult, then I have the opportunity to use this feedback to help the student with the issue.
Dr. Faulk
I continually communicate to my students that I have an open-door policy and how important communication is. I encourage students to - when giving feedback to me or other people - to come with suggestions and/or solutions. I hear students venting in the student lounge about issues and just creating negative feelings about their classmates or administration or other instructors. I try to take those opprotunities to encourage students to communicate directly to the person they are having the issue with after they have taken a moment to calm down and thought things through and have suggestions/solutions.
One of my goals is to communicate to my students that I am open to positive feedback. I am a court reporting instructor, so I will ask questions (after certain drills) like, "Does this type of speed-climbing exercise help you in pushing your speed with accuracy?" I use different techniques when teaching in order to hlep my students master what they are doing. I am aware that students have different ways of learning, so I always stress the importance to students that positive feedback is not only welcomed by me but is a necessary tool for their success in the program.
One of my goals is to communicate to my students that I am open to positive feedback. I am a court reporting instructor, so I will ask questions (after certain drills) like, "Does this type of speed-climbing exercise help you in pushing your speed with accuracy?" I use different techniques when teaching in order to hlep my students master what they are doing. I am aware that students have different ways of learning, so I always stress the importance to students that positive feedback is not only welcomed by me but is a necessary tool for their success in the program.
Actively Listening is my tool of choice.
Listing with pen and paper in hand, taking notes, stating facts discussed and replying with suggestions on how to proceed or timeframe on follow up to issues.
Listen for the key points that are work related only.
Mr. Thompson: You make an interesting point. However, the whole point of feedback is to help one improve, IF the feedback is given properly. I agree though that taking a step back is helpful in determining whether the person meant the feedback as helpful as opposed to just being hurtful.
Mr. Lehnert: Your post was very interesting. I would agree with you that "being approachable is important", as is being able to communicate your thoughts in a carefully thought out manner. Sometimes people rush and their words or written words are misinterpreted. I think time is an important part of feedback.
Mr. Heppner: I agree with you wholeheartedly. That type of environment helps one to improve their team building skills, a skill that a lot of people seem to have lost. Unfortunately, I find a lot of people are afraid to confront another person as they "don't want to hurt feelings" which is sad, as criticism and feedback, when given objectively, can improve both peoples work. It makes a stronger bond in the office or classroom.
Dr. Read: Well, as a professor the schools always give out evaluations at the end of the semester. I look forward to these as they help me to change my teaching methods so that I improve every year. For me, teaching for 16 years, it is helpful.
I totally agree. When we receive feedback with an open mind, and we are willing to change everyone will benefit. There is always room for improvement.
During my performance review with my Director I personally take this time to take note of the areas I need improvement in. With my feedback, my Director can give me an honest and clear assessment due to my Directors effective listening. Both of us can collaborate and come up with a solution that can best asses the situation for better results.
I'm the only person in my department, and unless I schedule it, I have very little contact time with my supervisor. I recently asked to be included in the Friday morning meetings as a way of staying familiar with other faculty and staff, keeping them aware of what I do, and welcoming opinions and feedback. When I'm concerned that I'm not on track with work, I email my supervisor and request a five minute meeting. Then I prepare by making notes on what I've been doing and where my concerns lie. I have let my supervisor know in the past that these meetings are a great motivational tool for me.
