Difference between revisions of "Constructive Feedback"
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Revision as of 00:15, 5 January 2019
Goal
Improving the quality of interpersonal communication, getting to know about different perspectives on the personal communication, work or behavior.
Steps
Feedback is not simply another word for criticism. It is a constructive tool that reflects all of the following aspects:
- Appreciation: What I liked...
- Criticism: What I didn’t like...
- Inspiration: What I might propose...[1]
Giving feedback |
Receiving feedback |
|
|
Examples
Principle |
Respectful feedback |
Devaluating feedback |
Send an I-message. |
"I did not catch this point" |
"Your presentation was not understandable." |
Describe, do not interprete. |
"Your hands and your voice flattered during the presentation." |
"You were agitated and nervous again." |
Communicate authentic but selective. |
"I am frustrated. I feel the responsibility of the tasks - and the coordination does not work. Well, sometimes it works." |
"Our teamwork is a catastrophy." |
Showing respect to the whole person. |
"When you are excited your voice starts to scream. That makes me easily nervous." |
"You have an annoying voice when you are excited." |
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)[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