I like these different strategies, and in addition to these, written comments after meetings or follow up emails about the topic are also effective because it gives the parties a chance to reflect and bring up maybe other feelings that may have changed or forgotten about.
I plan on makign sure that I actively listen to what is being said and give feedback when needed. I do not beleive that feedback is called for everytime. Sometimes you just need to listen.
Thanks for your comments Christopher, the "thank you" is a simple but often overlooked part of the process - glad you reminded us,
Jay Hollowell
I actively solicit feedback. Adopting a "no pride in authorship" or "there's always room for improvement" in my attitude sets me up for a positive experience. Additionally, I try to remember to thank the person for taking the time to give me their perspective.
Hi Leah,
It's harder for me too - just remember that it is a process - choose the right time and place, focus on results, get feedback on the feedback from the receiver, collaborate, provide mutual suggestions and recommendations,devise a plan of action and accountability, and follow up.
Jay Hollowell
I find it harder to give feedback than to receive it. I like feedback and feel like it provides me space and time to gain more info on tasks, expectations and how I can better do my job.
I try to keep in mind that the only way to improve as an employee and a manager is to listen to and act on feedback.
I plan to actively listen and approach the coaching with a clear mind and not prejudgment
I have learned to paraphrase what my manager says to ensure that I am not misinterpreting his statements. This also helps keep me open to his feedback and not emotional or feel judged. t can be open when you are passionate about your work and it is very important to not feel as though you are being personally attacked but that people are trying to help you grow.
1.) that feed back is conctructive
2.) Address the facts
3.) Address the action of the person not the person, dont make it personal
4.Alwyas be open to feed back be open for
I typically repeat what I heard. This way the person giving feedback is immediately aware if I misunderstood. I find it best to go ahead and get a clear understanding so that the feedback is worthwhile.
I am a big proponent of feedback. I ask others, either in my charge, in a lateral position, or in charge of me about what they think. If it is a new concept, or one that I have previously considered but declined, I will ask for elaboration.
Honesty has to be nailed in any relationship right from the beginning. Once that is established, your views and opinions carry much more weight. Also, it invites the people around you to be more honest and forthcoming. So much more is accomplished and improvements become predominant.
Well I am in an interesting position as I teach and am a manager so I have employees, employers, and students... All of which I receive feedback from. And since I strive to be the best I can, I openly receive it from everyone. From my boss so I can see where he feels I can improve my management skills (which I enjoy as I feel he has been through more managerial situations then I). From my employees so I can see where maybe I can help improve the team via my leadership. And especially from my students so I can make sure that my instruction will be most effective with the class.
I tend to be defensive when it comes to feedback because I am a perfectionist and sometimes feel insulted when someone else recommends a change in what I do. I just have to take a step back and see if the person giving feedback is trying to give me information that could better what I do or not.
I do a couple of things. We have lots of opportunities for feedback here, so I use those opportunities to keep in touch with those whose feedback I value the most. In particuar, I make myself availble to my students throughout the day. I try to practice active listening techniques when talikng to students, too. Finally, we have twice weekly team meetings to discuss academics-related issues, so I always do my best to attend.
I have an open door policy and I except and deliver feedback as needed. I attend departmental and leadership meeting to ensure feedback is relayed at all levels and that we can be efficient and effective in our roles.
Bravo Enrique, we always encourage "along-the-way" feedback from students. Then end of cousre evaluation is beneficial for looking at overall trends and direction, but it is useless in regards to the class or term that just ended. Every new group has its own set of communication and learning dynamics. Thanks,
Jay Hollowell
As a career college instructor, I like to ask feed back from students at the end of the first week and mid way throught the course. I asked them if they feel my delivery stratetgy is working and if they feel confortable. I also asked is there are any ways I can improve my delivery for their benefit. I am very clear to them that I asked because my job is to instruct them in the subject and I dont want to leave anybody outside of the learning circle.
I could go to work every day for 2 month in a row and not see any other employees, directors, co-workers. I purposefully stop by my supervisor's (other's) office every couple of days or so to see if there is an issue they could give me feedback on from their view. I also keep open communication through email, asking if one needs to see or speak to me. I am very open and ask periodically when it is time for a meeting to go over anything. Also, I am making time for all planned/scheduled times for feedback sessions.
In my weekly one-on-one meetings with my staff, I have them fill out an agenda prior to the meeting on which they state what they would like to discuss in additon to our weekly perfomance metrics and departmental initiatives. I also have them tell me what they need from me to help them do their jobs more effectivley
