Feedback is an essential ingredient of learning and growing. In this programme you will have many opportunities to obtain feedback from others and to help others learn by giving them feedback in return. It is important to make this a constructive exchange, so that it supports each person’s learning and development.

Guidelines for giving constructive feedback

 

Be timely

  • Give your feedback as soon as possible after the event.

Be specific

  • Describe specific behaviours and reactions, particularly those they should keep and those they should change.

Be descriptive, not judgmental

  • Describe the consequences of others’ behaviour in terms of its impact on you.

Own your feedback

  • Speak for yourself, not others.

 

Guidelines for receiving constructive feedback

 

Ask for it

  • Be selective – find people who will be direct with you. Ask them to be specific and descriptive. Stay in control of your own learning!

Direct it

  • If you need more information to answer a question or to pursue a specific learning goal, ask for it. Tell people what you are working on and the kind of feedback that will be helpful to you.

Accept it

  • Feedback is simply another person’s opinion or experience. Do not defend or justify your behaviour. Simply listen to what people have to say, and then thank them. Use what is helpful, and quietly discard the rest.

 

Constructive Feedback

Specific; descriptive (non-judgmental); speaking for yourself, not others.

Example:

“When you kept restating your arguments toward the end of the meeting, I became impatient and felt that you were not interested in pursuing my ideas.”

Unconstructive Feedback

General; judgmental; speaking for others, not yourself.

Example:

“You should not be so argumentative; it’s rude, and it got everyone upset.”

Constructive Feedback Exercise

Objectives

  • To practise the guidelines for giving and receiving constructive feedback.
  • To collect preliminary data on how people perceive you influencing them in a decision-making situation.

Instructions

1. Preparation (5 minutes)

  • Find a partner—someone with whom you worked in the last exercise. (If you are part of a trio, use a “round robin” process: check with your trainer for assistance)
  • Reflect upon your partner’s influence in the last exercise. Identify and write down two or three specific behaviours that had an impact on you. Describe the consequences of each behaviour from your perspective.
  • Think about your own impact on the group in the last exercise. Your partner was an observer, or perhaps a direct target of your influence attempt. How can you use this meeting as an opportunity to learn more about yourself as an influencer? Write down two or three questions about your own influence behaviour that you would like to ask.

2. Feedback Session (10 minutes maximum)

  • Use the Guidelines for Giving and Receiving Constructive Feedback.
  • Spend 3 to 4 minutes sharing your observations of your partner’s influence behaviour in the exercise. Answer any questions your partner asks.
  • Spend another 3 to 4 minutes learning all you can about your own influence behaviour in the exercise. Write down your learning points.

3. Brief Review (2 minutes maximum)

  • Take a few minutes to critique each other’s ability to give and receive constructive feedback.
  • Write down any learning points you wish to remember about giving and receiving constructive feedback.