Giving and Receiving Feedback

Few things will enhance performance faster than deliberate practice, a rigorous feedback loop and enough cycles to build the competency.

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Personal Development: Feedback.

Here are the common challenges most people face:

GIVING FEEDBACK

  • Inability to give specific feedback that is actionable by the person receiving it.  Telling someone they missed the basket is a waste; specific input about hand positioning and demonstrating is valuable. 
  • Discomfort giving someone feedback as if it were a judgement.  Great feedback is 90% information and instruction. 

RECEIVING FEEDBACK

  • Taking it as criticism and not information to learn from.  
  • Not digging deeper to turn it into something truly actionable.  
  • Not weighting feedback properly.  Look for the most experienced person for the particular task to give feedback; not the most convenient or friendliest.  
  • Using 3rd party feedback as a crutch that weakens the ability to build a good self-reflection feedback loop.  When receiving any feedback from an experienced 3rd party the first question should be “Why didn’t I already provide myself that feedback?”  

We spend a lot of time with the teams of contractors helping improve their performance.  Effective feedback loops are just one of those tools.

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