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| One of the most important business management principles in any team is to create an atmosphere where feedback can be exchanged in a constructive manner. In our business coaching for entrepreneurs, we create team exercises that make it easy for “360 degree feedback” to be shared by all members of the team, including team leaders and managers. The following is an exercise which you can use in your team: Ask your team members to split up into teams of two. Ask them to pick a partner, and choose who is to be A and who is to be B. You may also want to participate so that your team members can feel that you are an open minded manager, willing to also accept constructive feedback. You can either facilitate the exercise, or appoint someone to facilitate for you if you choose to participate in the exercise. Set a timeline of 10 minutes per partner and make sure you have the facilitator follow strict timelines to keep the exercise on track. Make sure to provide a summary of the rules of engagement as follows: Maintaining Silence Encourage the partner A to take their time in providing feedback while partner B remains silent. Partner B should resist the urge to reply with a challenging answer. Partner B should quietly listen to the feedback while maintaining eye contact and demonstrating an interest. Paraphrasing If the time allows, once partner A has finished with feedback, partner B should reflect back the feedback that they heard. Paraphrasing shows that partner B is listening and understanding! Being Sensitive Partner A should make sure to use positive language in their feedback comments. This is not an action to dump on or criticize a fellow team member, but rather a way to encourage improvement in personal challenges. Acting sensitive to the needs of the person is important as they may reject the feedback initially. Give the person space to think in his/her time. This may help the person to absorb the feedback. GIVING FEEDBACK A will be providing feedback on B’s performance. You will both be given role-play sheets of what has been going on and the person you are to play. After you have completed that, change roles and complete role- play 2. What worked well? What could have been done better? What will you know for next time? RECEIVING FEEDBACK As long as feedback is given in a non-judgmental and appropriate way, it is a valuable piece of information for learning and for continued personal development. Constructive feedback is critical for self-development and growth; here are some points to bear in mind when you receive feedback. 1. Don’t shy away from constructive feedback, welcome it 2. Accept feedback of any sort for what it is – information 3. Evaluate the feedback before responding 4. Make your own choice about what you intend to do with the information The feedback emotional rollercoaster Whether you are giving or receiving feedback it is useful to bare in mind the following model when it comes to people who receive feedback. D A W A DENIAL When people first receive feedback, they have a tendency to deny it. Please avoid immediate defensiveness – arguing, denying and justifying. This just gets in the way of your appreciation of the information you are being given. ANGER After the denial stage comes anger! So you’ve been told that your work is not as good as what it ought to be. You’ve said, “It’s as good as always” so you are denying it then you become angry as it stews in your mind and body. The immediate reaction is to fume! WITHDRAWAL After the anger has calmed down, the person has had time to reflect and ponder on the feedback. “Well, I have been making more mistakes then normal” This is when time is taken out to mull over the feedback and think about what it actually means. ACCEPTANCE The final part of this model is finally accepting the feedback, assessing its value and the consequences of ignoring it, or using it. “There ARE things I can improve.” Pamela Millar, CEO Bridgemakers Consulting |
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