Can I give you some feedback? (Part 2 - During the session)
In last week’s Impact Loop we looked at issues to consider before you give someone feedback. This week, let’s look at some ideas to think about during a feedback session.
Matters to consider during the feedback session
While you are meeting with the person you are giving feedback to, consider the following -
How will you open the conversation and set the right tone? If this is a feedback session for someone you want to see succeed in their role you might like to -
let the other person know you care about them and their success,
tell the other person about the work they do you value; reassure them you have confidence in them and you believe in their abilities;
reinforce the purpose of feedback is to help them develop and grow; and
let them know you are keen to find ways to work together on solutions for whatever the challenge may be.
Engage in active listening. This will be an important opportunity for you to show the other person you respect their perspective so -
listen attentively and with empathy to any issues the person tells you they are dealing with;
let the other person know you appreciate how frustrating or challenging that issue must be for them; and
if you can, link the feelings they express (for example, frustration about a process that is causing them challenges in their role) to the specific feedback you want to discuss (for example, the impact their inability to complete the process is having on their colleagues).
Work together on solutions -
Ask whether the person would be willing to work with you on how to best address the situation. For example, ‘That sounds difficult. While I know you are doing what you can to manage the issue, would you like to think through this together?’
Ask the person for their vision of success -
Ask the other person what outcome to this challenge they think will be the most successful in their growth and development; and
Help the other person articulate a vision of success that is positive, clear and meaningful to them.
If the other person becomes upset or defensive - put their care and wellbeing at the centre. Ask, ‘What can I do right now that would be most helpful?’
Finish the conversation by -
reaffirming your support for the person and asking what you can do to further help them with this in the future;
take the opportunity to ask the person for any feedback on how they felt the conversation went; and
listen attentively and thank them for any feedback offered.
Next week will be the final in this series on feedback and we will look at what to think about after the feedback session.