Nicely balanced feedback acknowledges what the person has done right and advises possible areas for improvement as well as demonstrates these tips.
There is a very specific formulae for balanced feedback. three or more Positive (specific), 2 areas to improve (specific and demonstrate), what we liked most, summarise – The 3-2-1 responses method. We look specifically at what the person has done very well, what is working for them, using specific examples. Then on areas the Mentor/Coach feels they could improve and then the suggested improvement is demonstrated. This balanced approach avoids the listener feeling attacked and enables them to hear the actual suggestions easier.
If you have done 50 things in a distinct period, 1 of which was ineffective, it feels rather unbalanced when this is the only item mentioned. The second part is definitely making the suggestions specific and personal. “I feel… “, “I suggest… ” rather than “You should… ” or “You must… “. Specially in dealing with Adults. Feedback should be genuine, specific, balanced and encourage effective behaviour.
The reason for this can be we need to acknowledge what someone has done well, see the full of the person and encourage repeats of excellent action in addition to behaviour and give specific suggestions of areas to improve. In a very speaking example, where the client is giving a presentation, certainly one of the balanced feedback would be: Your voice was strong plus clear, I could hear every word. Your presentation acquired a great opening which drew me in and involved yourself my curiosity. I believe the question you opened having worked well. “Would you like to know what makes women tick? micron The pause and smile after the question allowed my family to consider my answer to your question (in my mind) and hinted at the complexity and potential humour on your presentation.
In order for feedback to encourage positive behaviour it needs to be specific and clear. “You did a great job with your appearance. Your message ‘Be the change’ was clear and even memorable. I particularly enjoyed the story about how you were prompted to change by the action of your boss, and how you have due to the fact applied the lesson; that really resonated with me. ”
Most of us sometimes try to hide criticism with “positives” as we have a tendency want to hurt people’s feelings. Unfortunately this can backfire if your “positives” are not specific. e. g. your presentation seemed to be funny does not tell them why you thought it was funny, which laughs helped make your point. There are many stories about employees who all received glowing performance amazon bewertungen kaufen right up to the day these folks were let go for “performance issues. ” There were problems that ought to have been addressed, but instead “positive” platitudes were used to deal with the underlying criticism to avoid hurting feelings.