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Hi guys, today´s post will be about feedback. As you know, I work as an Agile Coach and therefore I need to give feedback to my teams on a daily basis.
The question that I pose to you is: “Do we know what are the conditions for effective feedback?”. I do not think so, I believe most of us think giving feedback is just a question of pointing out some facts about other person´s way of acting, yet it is much more than that.
Tom Coens and Mary Jenkins in their book: Abolishing Performance Appraisals give a list of seven conditions for effective feedback. These conditions are mentioned below (I am doing a copy paste of the book).
1. The feedback giver is a credible source. The giver has expertise, knowledge, or otherwise is know to the receiver to be a source of valid information.
2. The feedback giver is trustworthy. The giver is sincere and can be trusted and respected.
3. The feedback is conveyed with good intentions. The giver either has the receiver´s best interest at heart, or its otherwise apparent that the feedback is intended to serve a worthy purpose.
4. The timing and the circumstances of the feedback are appropriate. Feedback is effective when its timely and conveyed under conditions that are conducive for learning.
5. The feedback is given in a personal and interactive manner. The feedback is given in person.
6. The feedback message is clear. The feedback successfully communicates a clear message or new information about something the receiver has done, not done, or needs to do.
7. The feedback is helpful to the receiver. The message contains good information or new insights that are useful or enlightening.
This was a short post but I think it serves the purpose :) Not all posts need to be of a large content.
This blog post is part of my new book: Get Rid of Performance Appraisals that you can find here. Below you can get a free chapter of the book…
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