15 minutes | Dec 4, 2019

Giving and receiving feedback

Giving and receiving feedback is one of the most essential capabilities of a leader. In this episode, I will explain a very simple set of rules that you can apply when giving and receiving feedback. If you are the person giving the feedback, always speak from your own perspective; be concrete; focus on things that can be changed; and balance the pros and the cons. If you receive feedback, listen and shut up; be thankful; and think about the feedback carefully afterward. TranscriptSubscribeOther episodesWelcome to the very first episode of the Wholegrain Leadership Podcast. My name is Matthias Catón. In this podcast, we will address all sorts of issues that have to do with leadership that will help you become a leader or grow as a leader. And today it will start with one of the most essential parts or skills of growing as a leader and helping others to grow. And that is to give and to receive feedback. That is absolutely essential. That's the best way we can grow and we can help others grow as well.The process for that is very, very easy, very straightforward. There's a couple of simple rules that you need to follow. So it's not difficult, but still, a lot of people fail. And when I mean to fail, I mean both ends, the receiving end, and the giving. And I hope that I'll be able to help you by getting better at this process. If you think of professional sports, for example, it would be unthinkable to have it without a continuous feedback process where the coach observes the person that he's in charge of gives feedback, and then through iteration, that person will grow in their ability to perform the sports. It's very much the same as any other area. So no matter where you are working, that is something that you absolutely need to master. If you are able to give feedback, that will obviously be good for those around you.Those people that you lead. But it's also good for yourself because if you become a skilled observer of others, that will also help your own personal growth process. I will focus in this podcast on the two roles, the evaluator, meaning the person who gives feedback and the value e the person who receives the feedback. So let's start with the evaluator. The feedback giver. If you are to give somebody feedback, the first thing you have to do in that sounds trivial, but it's absolutely essential. Make sure that that person actually wants feedback. And that may sound funny, but people may have very legitimate reasons why they would not want feedback, why they would want to have it at this particular point in time. Or maybe also they wouldn't want to have it from you. And that is something that obviously you must respect.The second thing is that you should also check, if possible in advance what kind of feedback the person would want you. One example at Toastmasters International, the international public speaking organization. Every speech project has a set of objectives and it is obviously important that the feedback giver pay attention to that set of objectives and then evaluate the person against those objectives. And similarly, in other situations as well, there may be particular things that people want you to pay attention to. Be sure that you keep the number of things that you want to observe limited.It is impossible for you to take everything into consideration, and equally, it is impossible for somebody receiving feedback to be inundated with a barrage of well-meant advice and observations. So you should purposefully limit yourself to maybe two or three points. Whenever you give feedback, you should do so right after you have observed a particular situation such as, for example, a speech or an office situation. It's never a good idea to accumulate too many of the things and then address them at a later stage. It will be difficult if you do so for the person to actually remember the situation and to make sense of what you're saying, and especially if you have something that you would...
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