Principles of Effective Feedback
Time Frame
60-120 min
Group size
10-40
Facilitation lvl
medium
Comfort zone
safe
- This process supports a tangible experience of giving and receiving feedback and can be run both face-to-face and online.
Materials
Two flipcharts
or a Virtual Whiteboard
Step 1
Purpose
Explain the purpose of the session: for the group to identify the key principles of effective feedback. If relevant, briefly discuss as a group what feedback is and why it is a useful practice.
Put participants into pairs (online: use breakout rooms) and ask them to discuss examples of when they have received effective/helpful feedback and ineffective/hindering feedback.
Give them 5-10 minutes in pairs before bringing the larger group together to share their experiences.
Step 2
Group Share
Explain that now that the group has heard some examples from experience, they will work together to extrapolate criteria or principles for “ineffective" and “effective” feedback.
Write “ineffective” and “effective” as headers on each flipchart - or columns on your virtual whiteboard. Invite suggestions from the group, while you capture them, covering “ineffective” first, then moving to “effective”.
Step 3
Anything Else?
Support the completion of the group’s brainstorm by considering adding any principles from the list below. Generally, most of these principles will be expressed in one way or another.
Only add principles that have not been voiced by the group already.
Timing:
Be aware of the other person’s needs and priorities. Ask them if it's a good time. They could be rushing off to do a task, etc.
Self-awareness:
Be aware of your own feelings; do not give feedback if you are triggered or angry.
Other Principles to consider:
1. Be descriptive about the behavior you witnessed, not their personality and not 3rd party.
2. Do not judge or label the person.
3. Performance focused (task-orientated).
4. Don’t try to change or "fix" the other.
5. Be clear and brief.
6. Make it a habit to ask for feedback, don't wait for it.
7. Ask the person if you can give them feedback
8. Own your own feedback and speak from the "I", not from the "we".
9. Don’t mix up your own thoughts and feelings with other people.
10. Always be specific. Do not generalize.
11. Make feedback timely and regular.
12. Don’t attempt to save your remarks to deliver all at once.
13. Focus on connecting with the other.
14. Be solution-focused vs. problem-focused.
Step 4
Closing:
Ask the group how they are going to ensure that they work by these principles. Invite suggestions from members of the group. Close the session when you feel that it has reached a natural resolution.
Note: Consider following up with an actual feedback session. Use your own feedback process or try a process from the Hyper Island toolbox like Strongest Current Impression or I Appreciate