Download pdf - Top five tips for highly effective feedback

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 | [email protected]

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




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




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




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




The TLC Feedback Framework




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 – [email protected]



