Remember: For feedback to be constructive, it must be information-specific, issue-focused, and based on observations.
Appreciation alone is praise. Chiding alone could be misconstrued to be criticism. Feedback is balanced.
The purpose of feedback should be either to create awareness that can lead to correction or improvement in performance or an awareness that leads sustained and even better improved performance.
When you added specifics while giving feedback, your message carries an extra edge of sincerity. Note though, that if you can’t give “negative feedback” in a helpful manner, in a language and tone of concern, you defeat its purpose.
Next week, we shall explore a powerful model that can be used to deliver feedback. But before then, are you realizing areas where your feedback giving skills are lacking? Begin to brush up on them….Today!