Chapter 21

Giving Feedback For Improvement

To avoid criticism do nothing, say nothing, be

Elbert Hubbard

When you give feedback, itís best to start with praise. Itís good to give the positives, before the criticism. Itís best to take a counselling this will solicit better receptivity from the receiver.

Choose the time and place which is appropriate. Both persons should be in a calm and relaxed state of mind and not in a busy or disturbed moment, as this could raise tempers.

The person criticizing/counselling should be prepared for resentment, anger and hostility from the person being criticized and should recognize that the onus is on them to remain calm.

The place should be quiet and no one else should be present.

The focus should be on issues not on the person. If it relates to specific personal issues even then the consequences should be brought out. Examples should be given and the benefits to the other person by change/improvements should be brought out. As the person doing the counselling your personal weakness should be shared, as you then seem more human and get better receptivity.

Acceptable, realistic goals should be set up and reviewed after the agreed time frame.

You should acknowledge and be liberal with praise when improvements take place.

In personal relationships emotional closeness and confidence should be expressed before criticizing.

You should always be open to disagreement and analysis of the issues. If the emotional content is too high, the matter should be adjourned for a later time. You should thank the person for their receptivity.

If you are the one receiving criticism/feedback you should try and be objective and put your own views across frankly. You should ask for examples relevant to the issues you are being counselled for, accept as appropriate and thank the person giving you the feed back.

Be liberal with your

praise, but discreet with

your criticism..