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Based on our work with a multitude of leaders and managers around conducting better Performance Feedback Conversations, we have put together what we believe are the top five most important elements to get right when providing effective feedback.
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Top Five Tips for Highly Effective Feedback
ConversationsMaking Those Hard Conversations Easy
Creating Sustainable Behavioural Change
Total Leader and Coach Solutions Australiawww.tlcsolutions.com.au | enquiries@tlcsolutions.com.au
The purpose of feedback is to calibrate your team members view of the performance i.e.
facilitate the ability to self-assess
And NOT
To simply tell them how they are going
Tip No. 1
Copyright © Total Leader and Coach Solutions Australia 2014
Total Leader and Coach Solutions Australia Experts In Leadership Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
The ultimate measure of success of highly effective feedback is an alignment
between perceived competence and actual
competence – Facilitate self-awareness
And NO GAP
Tip No. 2
Copyright © Total Leader and Coach Solutions Australia 2014
Total Leader and Coach Solutions Australia Experts In Leadership Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
Provide positive feedback in separate conversations from the negative feedback (on a
regular basis)
And DO NOT
DO THE FEEDBACK SANDWICH i.e. Positive Negative Positive
Tip No. 3
Copyright © Total Leader and Coach Solutions Australia 2014
Total Leader and Coach Solutions Australia Experts In Leadership Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
Always have a time gap between your stated intention to provide feedback and the actual
conversation - even if it is just 15 mins
And DO NOT
Give feedback on the run
Tip No. 4
Copyright © Total Leader and Coach Solutions Australia 2014
Total Leader and Coach Solutions Australia Experts In Leadership Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
Always finish a feedback conversation with:“so now that we have had this conversation, what will you do differently next time?” i.e. Acknowledge and
Accept
And DO NOT
Finish with “Do you agree?” – to which the standard response will be “Yes” (but in their heads “No”)
Tip No. 5
Copyright © Total Leader and Coach Solutions Australia 2014
Total Leader and Coach Solutions Australia Experts In Leadership Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
The TLC Feedback Framework
Copyright © Total Leader and Coach Solutions Australia 2014
Total Leader and Coach Solutions Australia Experts In Leadership Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
If you or your leaders would like to improve the effectiveness of their feedback conversations, then contact TLC
Solutions for a conversation.
Greg Bayne – DirectorAlistair Box – Director
Heather McGregor-Bayne – Directorenquiries@tlcsolutions.com.au
www.tlcsolutions.com.au
Copyright © Total Leader and Coach Solutions Australia 2014
Total Leader and Coach Solutions Australia Experts In Leadership Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
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