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| − | <div class=teaser-text>Feedback is a method that was developed to improve the quality of interpersonal communication, in terms of relevance (giving relevant information) as well of moral quality (showing interpersonal respect). It is a skill that has to be improved upon and includes often very useful information. In order to gain from this information people need to develop the capacities to give and receive feedback. </div> | + | <div class=teaser-text>Feedback is a method for sharing information and improving interpersonal communication. It is used in a variety of ways, such as to obtain otherwise inaccessible information (for example, by having observers describe their perspective on a person's actions), to improve the communication situation between two persons or in a group, or to share information on which future action of the feedback recipient depends... In facilitation, it is a skill that expands the communication spectrum. This includes giving and receiving feedback. |
| | + | </div> |
| | <div class=methodpage-infos> | | <div class=methodpage-infos> |
| | <hr style="border:0; border-bottom: 1px dashed #d21e3d; width: 100%;"> | | <hr style="border:0; border-bottom: 1px dashed #d21e3d; width: 100%;"> |
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| | [[File:Keywords.png | 20px | Keywords ]] communication, teamwork, group, social skills | | [[File:Keywords.png | 20px | Keywords ]] communication, teamwork, group, social skills |
| | ===From:=== | | ===From:=== |
| − | [[File:Mitost.png | MitOst | 100px | link=http://www.mitost.org/ | center]] | + | [[File:Mitost.png | MitOst | link=https://www.mitost.org/ | center]] |
| − | <hr style="border:0; border-bottom: 1px dashed #d21e3d; width: 100%;"> | + | <hr class=simpleline> |
| | | | |
| | ===Related:=== | | ===Related:=== |
| − | *[[The Facilitation Mindset]] | + | *[[Before]] |
| | * [[Social Skills]] | | * [[Social Skills]] |
| − | *[[Organizing]]
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| | * [[Evaluation]] | | * [[Evaluation]] |
| | + | <hr class=simpleline> |
| | </div> | | </div> |
| | <div class=methodpage-content> | | <div class=methodpage-content> |
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| | ==Goal== | | ==Goal== |
| − | Improving the quality of interpersonal communication, getting to know about different perspectives on the personal communication, work or behavior. | + | Improving the quality of interpersonal communication, learning about different perspectives on a personal communication, work or action. Learning to share subjective and critical perspectives with others in a constructive way. |
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| | ==Steps== | | ==Steps== |
| | Feedback is not simply another word for criticism. It is a constructive tool that reflects all of the following aspects: | | Feedback is not simply another word for criticism. It is a constructive tool that reflects all of the following aspects: |
| − | # Appreciation: What I liked...
| + | * 1 Appreciation: What I liked... |
| − | # Criticism: What I didn’t like...
| + | * 2 Criticism: What I didn’t like... |
| − | # Inspiration: What I might propose...<ref name=“dh"> N. Zimmermann, H. Fahrun, E. Skowron (Ed.): [http://www.theodor-heuss-kolleg.de/service/materials/diversity-handbook/ Diversity Dynamics: Activating the Potential of Diversity in Trainings]; Berlin 2014; MitOst; ISBN 978-3-944012-02-5</ref>
| + | * 3 Inspiration: What I might propose...<ref name=“dh"> N. Zimmermann, H. Fahrun, E. Skowron (Ed.): [https://www.theodor-heuss-kolleg.de/service/materials/diversity-handbook/ Diversity Dynamics: Activating the Potential of Diversity in Trainings]; Berlin 2014; MitOst; ISBN 978-3-944012-02-5</ref> |
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| − | <table> | + | <div class=left-box> |
| − | <tr>
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| − | <td style="width:50%;">
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| | ===Giving feedback=== | | ===Giving feedback=== |
| − | </td>
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| − | <td>
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| − | ===Receiving feedback===
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| − |
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| − | </td>
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| − | </tr>
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| − | <tr>
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| − | <td>
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| | *Your feedback should be relevant and useful for the other person | | *Your feedback should be relevant and useful for the other person |
| | *Represent yourself – Use 'I' statements, do not use 'we' or 'one' | | *Represent yourself – Use 'I' statements, do not use 'we' or 'one' |
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| | *Keep in mind the position from which you give and receive feedback | | *Keep in mind the position from which you give and receive feedback |
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| − | </td> | + | </div> |
| − | <td> | + | <div class=left-box> |
| − | | + | ===Receiving feedback=== |
| | *If you have – ask a specific question | | *If you have – ask a specific question |
| | *Do not discuss or comment anything | | *Do not discuss or comment anything |
| | *Decide silently which aspects you accept | | *Decide silently which aspects you accept |
| | *If you like to – thank | | *If you like to – thank |
| − | </td> | + | </div> |
| − | </tr>
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| − | </table>
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| | ==Examples== | | ==Examples== |
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| | ==Experiences== | | ==Experiences== |
| − | Feedback lets experience requires a trustful or 'protected' space for starting to use this method. Further it might as well be applied in other environments - everybody likes to receive not only criticism but as well appreciation. The humanist roots for this affection towards others can be found at Carl Rogers, in "Theme Centered Interaction" (Ruth Cohn)<ref name=cohn>Ruth C. Cohn: ''Von der Psychoanalyse zur themenzentrierten Interaktion. Von der Behandlung einzelner zu einer Pädagogik für alle.'' Stuttgart 1975.</ref> or Non-violent Communication (Marshall B. Rosenberg)<ref name=rosenberg>Marshall B. Rosenberg: ''Nonviolent Communication: A Language of Life.'' Encinitas 2003</ref>
| + | A trusting or "protected" space is conducive to good feedback. On the other hand, feedback helps everywhere - everyone is happy when they are not only criticized, but also appreciated, and is then certainly more receptive. Feedback is therefore especially a method for learning and practicing respect with reference to Carl Rogers, the "Theme-Centered Interaction" (Ruth Cohn)<ref name=cohn>Ruth C. Cohn: ''Von der Psychoanalyse zur themenzentrierten Interaktion. Von der Behandlung einzelner zu einer Pädagogik für alle.'' Stuttgart 1975.</ref> or Non-violent Communication (Marshall B. Rosenberg)<ref name=rosenberg>Marshall B. Rosenberg: ''Nonviolent Communication: A Language of Life.'' Encinitas 2003</ref> |
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| | ==Reference== | | ==Reference== |
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| | </div> | | </div> |
| | + | [[Category:Method]] |
| | + | [[Category:Assessment]] |
Feedback is a method for sharing information and improving interpersonal communication. It is used in a variety of ways, such as to obtain otherwise inaccessible information (for example, by having observers describe their perspective on a person's actions), to improve the communication situation between two persons or in a group, or to share information on which future action of the feedback recipient depends... In facilitation, it is a skill that expands the communication spectrum. This includes giving and receiving feedback.
2-20 people
communication, teamwork, group, social skills
From:
Related:
Goal
Improving the quality of interpersonal communication, learning about different perspectives on a personal communication, work or action. Learning to share subjective and critical perspectives with others in a constructive way.
Steps
Feedback is not simply another word for criticism. It is a constructive tool that reflects all of the following aspects:
- 1 Appreciation: What I liked...
- 2 Criticism: What I didn’t like...
- 3 Inspiration: What I might propose...[1]
Giving feedback
- Your feedback should be relevant and useful for the other person
- Represent yourself – Use 'I' statements, do not use 'we' or 'one'
- Separate feelings from observations
- Describe, do not interprete
- Show respect to the whole person
- Keep in mind the position from which you give and receive feedback
Receiving feedback
- If you have – ask a specific question
- Do not discuss or comment anything
- Decide silently which aspects you accept
- If you like to – thank
Examples
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Principle
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Respectful feedback
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Devaluating feedback
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Send an I-message.
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"I did not catch this point"
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"Your presentation was not understandable."
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Describe, do not interprete.
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"Your hands and your voice flattered during the presentation."
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"You were agitated and nervous again."
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Communicate authentic but selective.
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"I am frustrated. I feel the responsibility of the tasks - and the coordination does not work. Well, sometimes it works."
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"Our teamwork is a catastrophy."
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Showing respect to the whole person.
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"When you are excited your voice starts to scream. That makes me easily nervous."
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"You have an annoying voice when you are excited."
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Experiences
A trusting or "protected" space is conducive to good feedback. On the other hand, feedback helps everywhere - everyone is happy when they are not only criticized, but also appreciated, and is then certainly more receptive. Feedback is therefore especially a method for learning and practicing respect with reference to Carl Rogers, the "Theme-Centered Interaction" (Ruth Cohn)[2] or Non-violent Communication (Marshall B. Rosenberg)[3]
Reference
- ↑ N. Zimmermann, H. Fahrun, E. Skowron (Ed.): Diversity Dynamics: Activating the Potential of Diversity in Trainings; Berlin 2014; MitOst; ISBN 978-3-944012-02-5
- ↑ Ruth C. Cohn: Von der Psychoanalyse zur themenzentrierten Interaktion. Von der Behandlung einzelner zu einer Pädagogik für alle. Stuttgart 1975.
- ↑ Marshall B. Rosenberg: Nonviolent Communication: A Language of Life. Encinitas 2003
