Lee Ann Renninger is the founder of LifeLabs Learning, a company set to globally train managers and their teams. She shares a successful scientifically proven method of giving and receiving enriching feedback – something we all really need.<\/p>\n
Firstly, a recent Gallup survey concluded that merely 26% of all employees overall felt that they received workable feedback, others didn\u2019t know what to do with it.<\/p>\n
The common way people use to give feedback is not brain-friendly, which means that either the feedback is so indirect that the brain doesn\u2019t recognize any feedback was given or they become confused. Others are very direct and upfront about it, which would not be okay to the receiver, it tips them off and would make them defensive or self-justifying.<\/p>\n
The four-step formula Lee Ann suggests:<\/p>\n
1. Micro-yes:<\/strong> Part one is the micro-yes, great feedback givers begin by asking a simple question to make the other person feel in authority and prepare the brain for the feedback. The question could be as simple as: \u201cDo you have five minutes to talk about how that last conversation went.\u201d It\u2019s short but vital.<\/p>\n This helps in two ways: firstly, it helps the receiver pace-up and prepare to receive and comprehend the upcoming feedback. Secondly, it opens the floor for the other person and gives them autonomy.<\/p>\n 2. Give your data point: <\/strong>In the second step, you should specifically mention what you want, stay away from subjective words and completely avoid blur words. Blur words can mean different things for different people, so you may end up not getting any results. Especially, for positive feedback – be specific and detailed for the other person to act accordingly. Avoid blur words and be specific with your needs\/wants or expectations. For example, don’t say “you are unreliable”, be specific, how and why is he\/she unreliable.<\/p>\n 3. Throw impact:<\/strong> Here, you state what and how your above mentioned point impacted you. You need to connect the dots for the other person, for example, say, “Because I didn’t get the message,\u00a0I was blocked on my work and couldn’t move forward”, this will create a sense of purpose\u00a0and logic between your points,\u00a0which is something the brain really craves for and will help the other person understand you better.<\/p>\n 4. Wrap up with a question:<\/strong> Good feedback givers wrap their feedbacks with a question. Try and ask something like,\u00a0“Well, how do you see it?”\u00a0or “What are your thoughts on it?”\u00a0This helps create commitment rather than just agreement.\u00a0It will result in the conversation becoming a joint problem-solving state.<\/p>\n In conclusion, one great tip is to not only to give good feedback but to ask for it time and time again. Don\u2019t rely on push feedback, which is waiting for feedback to be given to you. Rather approach pull feedback, which means actively asking for feedback. This pulling feedback portrays you as a continual learner and places that learning power in your hands.<\/p>\n","protected":false},"excerpt":{"rendered":" Lee Ann Renninger is the founder of LifeLabs Learning, a company set to globally train managers and their teams. She shares a successful scientifically proven method of giving and receiving enriching feedback – something we all really need. Firstly, a recent Gallup survey concluded that merely 26% of all employees overall felt that they received […]<\/p>\n","protected":false},"author":3,"featured_media":431,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[81,2,144,75,14],"tags":[],"yoast_head":"\n\n\n\n\n\n\n\n\n\n\n\n\t\n\t\n\n\n\t\n\t\n\t\n