No feedback is effective unless trust is established. You can have the best feedback in the world and it will go unheard without it.

When delivering feedback, tone matters; the objective should be to ensure it's constructive. Feedback must be clear, concise, and direct, including examples, while also considering any context about your receiver.

It may not always be the right time to provide feedback to someone. Your feedback style might be fine, but you may need to adjust when you deliver it to your colleague. They may not be as receptive to feedback if they're stressed by other work priorities, busy with a deadline, or dealing with issues in their personal life. Exercise your best judgment on whether it's a good time to talk. When in doubt, you can ask them how they're doing and assess from there whether it's a good time to provide your feedback.

Ao dar um feedback a um liderado é preciso exercitar a liderança situacional, cada pessoa se comporta de um jeito, é necessário identificar de que forma seu feedback irá impactar positivamente o outro. Independente do perfil de quem está recebendo o feedback é importante manter a clareza na comunicação, ser objetivo e verdadeiro, agir com empatia e estar sempre disposto a ouvir.

People need to be active partners in their feedback process. This means (1) They are invested in their personal growth; (2) You are engaging them in the process of reflection, problem solving, and personal adaptation. People are also much more likely to understand how to apply your feedback when they have worked *with* you to arrive at it.

Understanding that some individuals may thrive on direct and honest feedback, while others require a more supportive and encouraging approach, demonstrates a nuanced awareness of interpersonal dynamics. Moreover, the recognition that feedback preferences extend to the scope, frequency, and setting in which it is delivered emphasizes the need for flexibility in communication. By actively engaging individuals in a dialogue about their feedback preferences, such as how they prefer to receive feedback, the type of feedback they find most helpful, and the timing and frequency that suits them best, you can create an environment that fosters effective communication.

Feedback is a powerful tool, but it’s essential to recognize that constructive criticism alone may not effectively foster growth/improvement. Few insights to consider: Feedback Limitations, Reliability, Neuroscience - Criticism can trigger the brain’s “fight or flight” response, hindering learning. Shift to Coaching: Encourage individuals to focus on their strengths rather than weaknesses. Identify blind spots/opportunities for growth through skillful coaching conversations. Process of Growth/Development: Combine feedback with ongoing coaching, personalized development plans & continuous learning opportunities. Supportive coaching can be more impactful than feedback alone. It helps individuals thrive, learn & reach their full potential.

n my opinion, the emphasis on following up on feedback is a crucial aspect of effective communication and development. The recognition that feedback is not a one-time event but a continuous process underscores the commitment to improvement. By actively seeking to clarify any questions or concerns, soliciting feedback on the feedback itself, and collaboratively agreeing on a plan of action, this approach promotes a constructive and mutually beneficial exchange. Furthermore, the incorporation of ongoing support, resources, and monitoring reflects a dedication to the success and growth of the individual receiving feedback.

First thing you must do is to seek feedback on your feedback from trusted colleagues or mentors to identify areas for improvement. Timing plays pivotal role, consider whether you’re providing feedback in a timely manner and fostering an environment where recipients feel comfortable receiving feedback and asking for clarification or support. You know it better !!

Frequently, it's highly beneficial to conduct periodic check-ins and solicit someone's perspective, even prior to delivering formal feedback. This approach allows insight into their thought processes, which can influence the formulation of your feedback. That is how you save time for both plus is more effective.

Quoting George Raveling: If you want people to be flexible, adaptable, and open to feedback, so must you. It is feedback for self if your feedback is not supporting the receiver to grow and improve, highlighting the importance of reciprocal openness in feedback processes. This approach requires not just delivering feedback but also modelling the behaviours you wish to see, ensuring that your guidance facilitates growth. For example, if a team member struggles with time management, rather than pointing out their missed deadlines, you could offer specific strategies that have worked for you, like using a digital planner or time boxing. This way, you're not just identifying a problem, but also providing a constructive way forward.

Having study the feedbacks,reviews and the environment,the next thing is to change the style,it is not working because ,perhaps,i am using the wrong method or strategy for particular issue. Being flexible and adaptable is not a sign of weakness ,it is a sign of strength.I will go back to each stage,read through,watch all processes and do some "unofficial checks". To be more flexible,i may design an "evaluation template"for myself and for members of my team without putting out their identities. I should be able to work on ME:reading , communication skills,inter-personal relationships and subject mastery of the work I should work on adapting to some realities,study the environment ,be attentive,connect more with the environment.

Improving how you give feedback is a learning journey for everyone, reminding us that nobody starts as an expert. If giving constructive feedback feels challenging, try practising with friends or colleagues, and don't hesitate to ask for tips from experienced professionals or leaders. This practice is about more than just finding the right words; it's about growing together with those you help. Remember, every expert once started as a beginner. By taking small steps, you're not just getting better at sharing your thoughts clearly, but also creating a supportive and understanding environment for everyone.

If your feedback isn't helping others grow and improve, reassess your approach to provide more helpful guidance for other's growth and improvement. Seek constructive input nor try to provide more specific and actionable suggestions, actively listen to their needs, and tailor your feedback process to their individual learning styles and goals. It's important to be open to adjusting your methods to better support their development.

You must come prepared but arrive at the right place and time. You must be prepared to provide specific feedback and explain your motivations and goals, reassuring the receiver that they can speak freely. Reinforce positive behavior and help the person realize the impact of their actions. Active listening is key, and trust must be established between the two individuals. Effective feedback is a two-way conversation.