Mastering Feedback as a First-Time Manager
Are you a first-time manager struggling to give feedback? Or maybe you're an experienced manager looking to refine your skills? Welcome to your go-to guide for transforming from a feedback rookie to a pro. In this video, Jens Heitland, a seasoned manager with over 20 years of experience, shares invaluable tips and techniques that all managers can benefit from.
The 6 Steps to give effective feedback
Understand Feedback is a Gift
Prepare for Giving Feedback
Choose the Right Setting
Use the SUCCEEDBACK Method
Overcome Challenges
Remember Feedback is a Gift
Step-by-Step Guide to Mastering Feedback
Understand Feedback is a Gift
Mindset Shift: Feedback should be viewed as an opportunity to help the other person grow, rather than a means to criticize them. Embracing this mindset is crucial for delivering constructive feedback effectively.
Prepare for Giving Feedback
Clarify Your Intentions: Before giving feedback, determine exactly what you want to achieve. Identify the specific behavior you need to address and what changes you hope to see.
Know Your Audience: Consider the recipient's personality and how they best receive feedback. Tailoring your approach to their individual style can enhance the effectiveness of your message.
Plan Your Message: Outline the key points you want to communicate. Decide on the main takeaways you want the other person to leave with. A well-prepared message ensures clarity and effectiveness.
Choose the Right Setting
Private Environment: Always provide feedback in a private setting. This helps ensure that the person feels safe and respected, and it allows them to focus fully on the conversation without external distractions or embarrassment.
Use the SUCCEEDBACK Method
Start with Specificity: Begin the feedback by clearly stating the specific behavior or issue. For example, "I noticed that during the last team meeting, you interrupted others multiple times."
Explain the Desired Change: Clearly articulate the behavior you want to see changed and why. For instance, "I would like you to allow others to finish speaking before you share your thoughts because it fosters a more respectful and collaborative environment."
Use "I" Messages: Use "I" statements to express how the behavior impacts you and the team. For example, "I feel concerned when interruptions happen because it disrupts the flow of the meeting and can cause frustration among team members."
Be Clear and Firm: If a behavior is unacceptable, be direct and clear about the need for change. For example, "It is important that this behavior changes immediately to ensure a respectful and productive team environment."
Overcoming Challenges
Be Specific: Avoid vague generalizations. Focus on specific instances and behaviors to ensure the feedback is clear and actionable.
Be Direct: Deliver your feedback straightforwardly and avoid sugarcoating. This helps the recipient understand the seriousness and importance of the feedback.
Practice Regularly: The more you practice giving feedback, the more comfortable and skilled you will become. Use the SUCCEEDBACK method in various situations, including personal interactions, to build your feedback-giving muscles.
Remember Feedback is a Gift
Long-Term Benefits: Recognize that effective feedback strengthens relationships and improves performance. View feedback as a valuable tool for fostering growth and success in your team and individuals.
Watch the video version of the blog post:
Engage and Learn More
Let me know in the comments below how you give feedback today. I'm eager to understand your approach and happy to help by answering your questions.