Feedback - giving and receiving

The most progressive organisations are often those that encourage a free flow of frequent and constructive feedback on performance - both upwards, downwards and sideways. As a senior person in your organisation you are required to achieve results through the efforts of your whole team. To get the best from others they need to know what is expected of them and how they are measuring up against specific goals and/or performance indicators that have been agreed in writing. When delivering difficult feedback it is important to be direct and not fudge it. Clearly delivered constructive feedback, perhaps using 'the feedback sandwich' is motivational whereas negative feedback can work against you and risk demotivating your colleague.

Your new strengths and abilities

• Freely attracting feedback from others about your own performance and your impact on those around you.
• Delivering direct and clear feedback in ways that motivates - even when delivering difficult feedback.
• Your team is developing quicker and achieving higher levels of profit and performance.
• Your team are focused on high value activities.
• Delivering feedback in ways that creates a lasting learning experience that can actually be enjoyable for you and your colleagues.
• Using the 'feedback sandwich' once a day for the rest of your working life.

Did you know?

Most business people crave that their line managers are more direct about giving honest and objective feedback. Many cite the lack of managerial feedback as one reason for their careers being held back.

Who would benefit?

Most people - particularly those who are a part of a team structure and those responsible for encouraging or mentoring others in their organisation.