3 Secrets to Giving Corrective Feedback with Ease and Confidence
Every time you shoot yourself in the foot, you do it with good intentions. Someone needs to say, “If you do that again, you’re going to shoot the other foot.”
Corrective feedback enables average performers to improve and top performers to excel.
3 secrets to giving corrective feedback:
#1. Provide abundant positives:
In a recent workshop, one leader asked, “How can we maintain the practice of giving three positives for one negative? I suggested that he show up everyday looking for behaviors to affirm. Don’t worry. The bad stuff will find you.
One leader prints business cards with, “You are ‘Incredible’,” on the front. He writes the affirmation on the back and hands it to team members. He’s averaging two a day.
“Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records.” Tom Rath
#2. Choose a ‘good’ moment:
Timeliness is more important than the perfect moment. The longer you wait, the less useful and more difficult the conversation becomes.
Wait for a ‘good’ moment, not a perfect moment to give corrective feedback.
When you wait too long it feels like you’re gathering evidence for a conviction. It’s also embarrassing. “Why did you let me walk around with food in my teeth for two weeks?”
#3. Tear the bandage off quickly:
“If you have an important point to make, don’t try to be subtle or clever.” Winston Churchill
Don’t judge. Just say what you see. “I notice that you….” After saying what you see, explain the impact of their behavior.
Don’t:
- Socialize.
- Discuss other issues.
- Begin with compliments. An affirmation given before corrective feedback goes in one ear and out the other.
How might leaders improve their skill at giving corrective feedback?
How might leaders improve their skill at giving corrective feedback?
Get to the point, no sugar coating needed when dealing with workers/professionals. On the other hand with maturing children sugar coating helps…. Just don’t over do it!
I think its critical to have walked in the workers shoes so to speak to totally understand the entire realm of what takes place in the workforce. If you “haven’t walked the walk”, “don’t talk the talk”, Retaliation develops from book worms who think they know everything compared to workers who do everything and know more than they are given credit for. A degree is one thing, life’s experiences, and mistakes are a whole different picture.
Thanks Tim. I’ve noticed your comments over the last few days. It’s great seeing you here.
I get the sense of the power of helping people feel understood. Disconnected leaders invite resistance. When we share our own relevant mistakes it can be an encouragement.
Cheers!
Dan,
I have been spending time listening to others to broaden my Horizon’s, I’m with you every day!
Hi Tim. I like your advice about getting to the point. But I’m not sure I’m with you about sugarcoating for kids. I find that, if my 5-year-old doubts that I’m on his side, he can’t take any criticism. When he’s sure that I am on his side, he can handle a lot.
That said, I’m not sure if it’s because he feels I’m on his side, or it’s more an issue of feeling respected, like he’s awesome (overall), and just needs to build more skills.
Thank you for your posts! I first enter into any corrective feedback conversation not assuming bad intent. I then ask questions such as “How would you rate the success of your project?”, “What would you have done differently?”, “What kept you from doing that?”. Doing so allows me to hear them assess their work, learn from their mistakes and develop their own plan of action. I then can fill in the gaps, coach and/or counsel as needed. I have found this approach to be less combative, respectful and result in more ownership and improved behavior/performance.
Thanks Elisa. Your coaching approach is very useful. Let’s face it. An adversarial relationship isn’t as effective as pulling in the same direction.
Excellent approach, Elisa. From the “project foreman” vantage point, I’ve used your basic technique. Always with the intention of listening to, learning from, and clarifying with the crew members under my wing. From the “worker” – painter’s position – to also listen, learn and clarify. I believe that all conversation, including “corrective feedback,” needs to benefit everyone at the discussion table. Thanks for great sample questions.
If you struggle providing constructive feedback or getting to the point, like I do, consider joining Toastmasters. A global club of leaders and speakers, Toastmasters was founded in 1924. They are a place “Where Leaders are Made”. Being a member has helped me a lot!
Thanks Danielle. You’re passion for excellence is inspiring. We need to remember that communication is a main competent of success.
I read/heard somewhere that if you truly care about someone, you will allow them to hear the feedback and experience the consequences necessary to learn and grow. A positive mindset is so important because leadership is a problem-solving business. Thanks for the helpful post, DR.
Thanks Devin. Exactly. It’s uncaring to let someone run around doing things that don’t serve them or others well. 🙂
When I ask people how they feel about this type of feedback after receiving it, every says “thankful.”
Thank you. This was a very helpful reminder.
Thanks John. I appreciate the good word.
Dan, thanks for reiterating the obvious with most leaders. A majority of us want to take to the band aid off slowly because we feel that ripping it off could cause internal bleeding. Saying exactly what you see and explaining the impact or behavior, I love it! Incorporating this approach immediately. No more straddling the fence.
Thanks Vel. The thing that makes this work is giving lots of affirmation so that when it’s time for corrective feedback there is a foundation of support to stand on. Best wishes.
Love love love your work ! Thank you ❤️❤️
Love Caron
Caron Proctor
LIMITLESS LIVING 🌿 Life Coach & Personal Development Adviser
021 1457 162
http://www.lifecoachnelson.co.nz
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Thanks Caron.
Dan, this is about courage and timeliness. There is no difference whether the issue is at home or work or social settings. Waiting till the next day is like you suggest, evidence gathering. The point you make about being direct and making this the only topic is also going to add the the impact. Thank you for your wisdom Dan. Your topics crop up at almost every coaching meeting.
Thanks Kerry. It’s great to be on the journey with you. Being known as a person who is both compassionate and candid feels like trustworthiness to me. Cheers