THE ART OF CORRECTING OTHERS: ​HOW TO GIVE FEEDBACK EFFECTIVELY
TIPS FOR GIVING EFFECTIVE CORRECTIVE FEEDBACK: STRUCTURING, BOUNDARY SETTING, AND CONSTRUCTIVE FEEDBACK
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Correcting others is a skill that can be challenging to uphold, yet it is profoundly impactful in our lives. There is a polarity in giving feedback, where those who correct others abundantly risk demoralizing them, while those less inclined risk being perceived as disinterested or uncaring. However, there are opportunities for improvement in giving feedback, including being self-aware of our emotional state when giving feedback and observing the responses of others.
People less inclined toward correcting others are tolerant of the fears and shortcomings of others, but their feedback may lack hard-to-hear but helpful detail. It is essential for them not to gloss over issues, but rather to offer correction lovingly to inspire growth. |
People moderately inclined toward correcting others can give challenging feedback while demonstrating respect for the dignity of others. They express their views in direct, clear, and objective ways that encourage others to strengthen their behaviors or performance that needs improvement. Finally, people abundantly inclined toward correcting others have high standards for themselves and others and tend to see matters in black and white. Their direct, sharp-witted, and profound insight can be condescending or critical, and excessive correction can demoralize or dishearten others.
In conclusion, giving feedback is a skill that can be challenging to uphold, but it is profoundly impactful in our lives. By understanding our tendencies, structuring feedback, setting boundaries, and giving constructive feedback, we can reframe perceptions about giving feedback and experience a new level of fulfillment. Correcting others with kindness and respect can inspire growth and positive change.
In conclusion, giving feedback is a skill that can be challenging to uphold, but it is profoundly impactful in our lives. By understanding our tendencies, structuring feedback, setting boundaries, and giving constructive feedback, we can reframe perceptions about giving feedback and experience a new level of fulfillment. Correcting others with kindness and respect can inspire growth and positive change.
deeper insights
TIPS WHEN GIVING EFFECTIVE CORRECTIVE FEEDBACK
Constructive feedback or corrective feedback is essential for personal and professional growth. The challenge is to give feedback in a way that is clear, helpful, and respectful. The following are three techniques that can help in giving feedback.
Structuring
Structuring feedback involves organizing the feedback into sections. This technique makes it easier to understand and digest the feedback, especially when it is lengthy. Structuring feedback into sections also makes it easier to address each issue individually and in detail. For example, one could start by acknowledging what the individual did well before proceeding to the areas that need improvement.
Boundary Setting
Boundary setting is essential when giving feedback. It is important to communicate clearly what the issue is and how it can be addressed. Boundaries must be set to avoid misunderstandings or confusion. The person giving feedback should state what they expect from the individual receiving the feedback. Additionally, it is crucial to be specific when setting boundaries to ensure that the individual understands what is expected of them.
Constructive Feedback
Constructive feedback involves highlighting both the positive and negative aspects of the individual's actions or behavior. It is essential to be specific and detailed when giving feedback. Constructive feedback should focus on the behavior or action, rather than the individual. For instance, instead of saying "You are always late," one could say, "The meeting starts at 9 a.m., and I noticed that you arrived at 9:30 a.m." This approach allows the individual to recognize the behavior or action that needs improvement and work on changing it.
Constructive feedback or corrective feedback is essential for personal and professional growth. The challenge is to give feedback in a way that is clear, helpful, and respectful. The following are three techniques that can help in giving feedback.
Structuring
Structuring feedback involves organizing the feedback into sections. This technique makes it easier to understand and digest the feedback, especially when it is lengthy. Structuring feedback into sections also makes it easier to address each issue individually and in detail. For example, one could start by acknowledging what the individual did well before proceeding to the areas that need improvement.
Boundary Setting
Boundary setting is essential when giving feedback. It is important to communicate clearly what the issue is and how it can be addressed. Boundaries must be set to avoid misunderstandings or confusion. The person giving feedback should state what they expect from the individual receiving the feedback. Additionally, it is crucial to be specific when setting boundaries to ensure that the individual understands what is expected of them.
Constructive Feedback
Constructive feedback involves highlighting both the positive and negative aspects of the individual's actions or behavior. It is essential to be specific and detailed when giving feedback. Constructive feedback should focus on the behavior or action, rather than the individual. For instance, instead of saying "You are always late," one could say, "The meeting starts at 9 a.m., and I noticed that you arrived at 9:30 a.m." This approach allows the individual to recognize the behavior or action that needs improvement and work on changing it.
CORRECTING OTHERSSTRUCTURING, BOUNDARY SETTING, CONSTRUCTIVE FEEDBACK |
Navigating the winding route of CORRECTING OTHERS, we encounter 'less inclined' folks at one end. They're the friendly pit-crew, full of warmth and patience, but their feedback might lack clear, hard-to-hear details. Veering toward the middle lane, we find our 'moderate' correctors. They’re like helpful roadside mechanics, able to deliver challenging feedback with respect, persuading with kindness, not intimidation. Their clear, objective insights empower others to strengthen performance. Racing on the outer lane, we spot our 'more inclined' correctors. With high standards, they spot every bump and inconsistency, offering sharp insights. But beware, their high-octane critiques might feel demanding, possibly disheartening! |
CORRECTING OTHERS STYLE COMPARISON
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