Motivate & Develop via Feedback

What is your experience of feedback at work, when you hear the boss say come into my office, I have some feedback for you.
I know through my career, my experience has been, what have I done wrong and my head and heart would go into defensive mode.
Why do so many people get it wrong, when they have a golden opportunity to have a 121 with a member of staff, they turn it into a mini war based around performance and figures. Don’t get me wrong performance is important, in fact it is vital, if your job is based in sales. But telling people what to do or trying to extract information out of an individual that is in a none responsive mode, is not good. Because the whole experience in a lot situations is not an enjoyable one.
You have your line manager saying why aren’t performing so well at present, what is wrong? And an individual thinking there are to many meetings, briefings and researching going on and not enough time left to really sell? And the response back is you are no different than everyone else, yet they are performing ok? etc.etc.
We are all different and the way we work is also going to be different, so why do managers think the same format is right for everyone!
I have witnessed, in my career as a coach working for various corporate companies the same behaviours being demonstrated time and again. Rather than invest time via diagnostics, coaching and feedback to identify the issues and provide the right intervention. i.e. if it is a knowledge issue, provide training, if it is skills or attitude issue, then provide coaching and feedback and if it is an aptitude issue then the individual will need to be redirected into another role that they can do.
Feedback is a vital part of anyones development, without it, they are unlikely to make it on there own. Investment in coaching and feedback is the correct intervention and the cheaper option which gives everyone the desired results. Yet when the going gets tuff, why do a lot of companies make coaching and feedback training one of the first areas to save money on.
That’s my soap box for the day!
Use and give feedback as often as possible see the difference for yourself, watch a person grow before your eyes just by motivating and developing them. Get your colleagues to do the same for you and see the benefits for yourself.
Or engage in my life of business coaching services and let them help you achieve motivation and develop your own goals and desires.
There is no such thing as failure, only feedback and renewed opportunity. The purpose of feedback is to motivate and develop an individual.
The process for giving excellent feedback ?
Describe current behaviours
Identify Situations
Describe impacts & consequences
Identify alternative behaviours
A useful model I was shown and use on a regular basis, is a model called B.O.O.S.T.
This is an acronym which stands for:-
B stands for Balanced – The feedback needs to be concentrated towards the key areas that would make the most impact and help to develop an individual. It needs to be balanced towards positive feedback and reduce the amount of developmental feedback. The reason being that if there are more than a couple of developmental feedback issues, the individual can only work on a couple of issues per feedback session. You need to be able to allow the individual to focus on the most import issues first and at a later date once they have improved on current feedback, then you can then work on the other issues they may have.
O stands for Observed – The feedback you deliver, needs to have been observed by you personally and not from a third party. The reason is obvious really, if you give feedback to someone that was not observed by you and the person you give the feedback to, then challenges you by saying no I didn’t or that is not true? where do you go, because you did not see it for yourself and cannot confirm either way.
O stands for Objective – Feedback also needs be based on real facts .i.e. what you saw, what you heard, what you felt and what you witnessed. Plus you need to keep any subjectivity out of your feedback, again you have to keep feedback to actual facts and not let what you know about a person influence your feedback based on there normal habits or behaviours. It must be based on actual facts.
S stands for Specific – Be as specific with the detail as possible and give actual real life examples that an individual can remember and recall, based on those examples.
T stands for Timely – Again this means feedback should be delivered asap after the event, not several hours, or tomorrow or next week. Because it will not add any value at all, because to many other things will have been absorbed via the individuals senses. Which will mean they will have deleted, distorted or generalised most of the information.
This is only one type of feedback model, there are other models which can be used feedback.
The above model does motivate and develop individuals and they also enjoy and want regular feedback.

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