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Actionable Feedback (Questions to ask to improve feedback: (how did I…
Actionable Feedback
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Draw on the strengths of 3rd party feedback, help climb ppl down the ladder of inference to get @ the core of what they're saying.
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traditional management education focuses on feedback tecniques that are not well matched to the psychological aspects of giving feedback
Ppl have a "self-serving" bias in assessing our own work we tend to see ourselves as responsible for successes, and blame failures on others or external forces.
Mangers tend to have an "actor/observer" bias: more likely to attribute failure to internal causes (subordinates themselves), to discount successes and to find subordinated performance
Positive illusions are helpful and used to help ppl avoid depression and maintain self-esteem, confidence and optimisim that keep ppl persistent, motivated and productive. Also, high perceived self-efficacy enhances performance on a variety of tasks allowing ppl to see themselves as more capable than they are and enhances your performance more than accurate self perception
Feeling attacked or threatened creates stress that hinders learning. Don't make non-actionable feedback statements
Attacks the person rather than the person's behavior: Instead begin statements w/ "I rather than you". The focus lesson on blaming the other and more on helping the receiver understand the perceptions of feedback giver.
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Without illustrations: give specific examples of things these individuals do that lead to feedback giver viewing them in this way.
Ill-defined range of application: Don't make it global. Put clarification on the conditions under which the problematic behavior presents itself
Unclear impact and implication for action: no clarity feedback giver sees an impact of behavior and why it's problematic. And no indication of desired behavioral changes
People are overconfident and leads to "false-consensus" bias. "It's obvious to me, its should be to you too." Fail to explain how we were led to our conclusions
Feedback givers tend not to ask the question: "what examples, evidence or data will the other person need in order to make an informed judgement as to the accuracy of my assertion?"