The Truth about Giving Feedback

By Guest Blogger Vijay Aluwalia

What is Feedback?

Most of us have worked in the corporate arena at some point, so we are used to the idea of feedback in the workspace. We have all given feedback, we’ve all received it, we know it’s necessary, we understand the purpose – or do we? If our goal of feedback relates to encouraging a person to continue in a specific way (so that the desired result is ‘sustained’) or to encourage a change in approach (so that the desired result is ‘attained’) then how mindful are we really, when it comes to how we choose to communicate our ‘feedback’?

Dale Carnegie summarizes this lack of awareness very well. “Any fool can criticize, condemn and complain … and most fools do.” {I would replace the word fool with person but I think you get my point.}

Here’s a typical workplace scenario most of us can relate to - Someone does something a little annoying and not to your taste. You leave it for a while. The same actions keep occurring over time. Everyone deals with it in a nice manner. It’s inconvenient but nothing is said. Then one day, the consequences are significant for you personally, your temper increases, and you let them have it. Quite a strong message is delivered and you leave thinking you have solved the issue and that you are a “champion of feedback.”

Pretty run of the mill stuff right? Let’s take a step back a moment. Who was the subject? A coworker - presumably human with feelings? What was the objective? To encourage change? There are a few different definitions of encourage but nearly all of them center around the idea of mental support, motivation, hope, and spirit.

So, with this objective in mind, how likely is it that the tactics used were the right ones?

What are some of the coach approach skills you have learned that can help you create more desirable dialogue? For some examples of these and to read our 4 simple rules to follow, please come visit us at www.varune.com.

By Guest Blogger Vijay Aluwalia,

Varune, Project Leadership

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