1. Template
FEEDBACK
Feedback: information which communicates the impact of someone’s actions on you or a situation
Organisations which value the well-being of their staff/members and aspire for growth through self-awareness
and development of people incorporate a culture of feedback in their functioning. Giving and receiving
feedback is a skill that needs to be learned through conceptual understanding and practice. It is recommended
that the terms ‘positive’ and ‘constructive’ feedback be used.
Characteristics if effective feedback
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Growth oriented
Is aimed at a ‘better future’
Acknowledgement that receiver will ultimately choose whether to function differently or not
Receiver told what he/she should continue to do or change
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Timely
Close in time to the event
Usually best if given after an event; to be given during the event only of consequences of some action
are going to be critical
At a time and place when receiver is ready to hear
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Specific
Behaviour/action described in a clear way
Feedback is direct – not ‘softened’ to an extent where meaning is lost
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Showing cause-and-effect relationships
‘When you did this, it resulted in this’
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Preserves dignity
Behaviour/action stated as distinct from identity – no judgmental statements on person
Mood is generally upbeat – not aggressive or suppressive
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Inquires
Questions asked to seek clarity
Giver shows intent to learn as well as tell
Giver keen to understand how his/her behaviour/actions impacted receiver
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Use of ‘I’ and ‘you’ language
Avoidance of generalising (e.g. ‘everyone thinks...’)
Readiness to own statements and be open to different perspectives
SUGGESTED MECHANISM OF FEEDBACK
One person to be given feedback by two colleagues: Continue-Change-Stop Method
Continue
Change
Stop
Behaviour, way of functioning to be continued by receiver
Behaviour, way of functioning to be changed/modified, with giver giving specific suggestions
Behaviour, way of functioning to be preferably stopped, with clarity on unwanted consequences