{"id":2549,"date":"2014-07-29T08:29:26","date_gmt":"2014-07-29T08:29:26","guid":{"rendered":"http:\/\/dudokconsulting.nl\/?p=2549"},"modified":"2024-10-23T07:35:09","modified_gmt":"2024-10-23T07:35:09","slug":"feedback-that-works-in-5-steps","status":"publish","type":"post","link":"https:\/\/www.dudokconsulting.nl\/en\/feedback-that-works-in-4-steps\/","title":{"rendered":"Feedback that works in 4 steps!"},"content":{"rendered":"<p>Giving feedback is an art and a skill that contributes to creating a culture of trust! It also boosts the performance of the entire team. I increasingly notice that while much is said about the importance of feedback, few people actually master it. That\u2019s why I\u2019m sharing 4 steps in this blog to help you get started or improve.<\/p>\n<p style=\"text-align: justify;\">Often, we hear nothing when things are going well, but we hear something when we do something wrong. Do you recognize that? Nelson Mandela once said: if I see something good, I give a compliment, and if I see something wrong, I offer help. What a beautiful foundational intention.<\/p>\n<p style=\"text-align: justify;\">In healthy environments, feedback is given regularly, clearly, and promptly. True leaders can handle criticism well; they don\u2019t take it as a personal attack but see it as a starting point for making changes. They are also good at giving feedback themselves.<\/p>\n<p style=\"text-align: justify;\">What happens if feedback is not used? There are often unspoken irritations, and people talk about each other instead of to each other. Let\u2019s be honest: giving feedback also requires courage and a certain level of self-awareness. This builds trust with the other person, strengthens relationships, and deepens them when feedback is given with attention and in the right way. Feedback is a form of relationship management. This, in turn, makes it easier to give feedback.<\/p>\n<p style=\"text-align: justify;\">Feedback helps to understand each other&#8217;s behavior, to encourage positive behavior, to correct negative behavior, to prevent and resolve conflicts, to clarify relationships between people, and to increase understanding and insight into each other.<\/p>\n<p style=\"text-align: justify;\">Feedback is the reflection on the effect of someone\u2019s behavior. It always relates to changeable behavior. It requires a professional, open attitude characterized by mutual respect and trust (also known as rapport).<\/p>\n<p style=\"text-align: justify;\">Several conditions are essential for giving effective feedback:<\/p>\n<ul>\n<li>Focus on a positive intention. Always give feedback with respect.<\/li>\n<li>Use the &#8220;I&#8221; form. This helps avoid judgment and reduces resistance. Focus on the issue, not the person.<\/li>\n<li>Timing is important. Give feedback as soon as possible after observing something, but delay if you\u2019re not in a good mood (e.g., angry).<\/li>\n<li>Control your emotions and observe the emotions of the other person.<\/li>\n<li>Be specific and concrete and avoid bringing up unrelated issues during feedback.<\/li>\n<li>Align with the other person; the most powerful way is to match body language. For example, if the other person is sitting, sit down as well. This contributes to a better sense of trust.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">How do we give feedback? Here are 5 steps to maximize your chances of success:<\/p>\n<h2 style=\"text-align: justify;\"><strong>4 Steps to Feedback (I. I. You.)<\/strong><\/h2>\n<ol style=\"text-align: justify;\">\n<li><strong>Ask for permission.<\/strong> Can I give you feedback? See this as the respectful warm-up round.<\/li>\n<li><strong>I see that, I hear that.<\/strong> Here you specifically describe what you have heard, seen, etc. Provide sensory, concrete, and observable facts, not opinions or judgments. Starting the sentence in the &#8220;I&#8221; form is very important. <strong>I.<\/strong> Here you indicate what it does to you and\/or what impact it has on the organization. You can also express your feelings (but control your emotions).<\/li>\n<li><strong>You.<\/strong> Here you make the connection to the other person, for example, &#8220;Do you recognize that?&#8221; or &#8220;Do you understand what I mean?&#8221; Check if and how the message has been received.<\/li>\n<li><strong>Suggestions.<\/strong> Then share how you would like it to be different and align with each other.<\/li>\n<\/ol>\n<p style=\"text-align: justify;\">Example: <strong>I<\/strong> had an appointment with you at 10:00 this morning, and I see that you arrived half an hour late. <strong>I<\/strong> find that inconvenient because now we don\u2019t have enough time to prepare for the client meeting, and I don\u2019t think that\u2019s professional. Do you <strong>understand<\/strong> what I mean?<\/p>\n<p style=\"text-align: justify;\">It\u2019s important to see how the other person responds. Someone who receives feedback correctly will always thank you and respond carefully.<\/p>\n<p style=\"text-align: justify;\">In conclusion: the above requires practice, making it much easier when behavior needs to be corrected. And give compliments: do it more often, but always sincerely. It easily brings out the energy and qualities of the other person.<\/p>\n<p style=\"text-align: justify;\">Are you a leader? Teach your employees how to give feedback and encourage it within your company. You are the example: &#8216;walk the talk&#8217;.<\/p>\n<p style=\"text-align: justify;\">Let me know below how you handle feedback in your organization, I\u2019m curious!<\/p>\n<p style=\"text-align: justify;\">Do you want more useful tips to help you stay focused on your business and lead your team? Then read the book \u201c<a href=\"http:\/\/dudokconsulting.nl\/boek\/\">Mijn Beste Team Ooit! In 7 stappen naar Golden Leadership<\/a>\u201d. Now also available as an e-book and audiobook. And if you are reading this as an entrepreneur, also read my second book on how to <a href=\"http:\/\/dudokconsulting.nl\/boek\/\">achieve better business results and avoid pitfalls<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Giving feedback is an art and a skill that contributes to creating a culture of trust! It also boosts the performance of the entire team. I increasingly notice that while much is said about the importance of feedback, few people actually master it. That\u2019s why I\u2019m sharing 4 steps in this blog to help you [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1904,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[108,109],"tags":[],"class_list":["post-2549","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","category-scaling-up-en"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Feedback that works in 4 steps! - Dudok Consulting<\/title>\n<meta name=\"description\" content=\"Giving feedback is an art and a skill that contributes to creating a culture of trust! It also boosts the performance of the entire team. 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