Having worked in the creative industry, I have witnessed many 'feedback' sessions, where the feedback is more about the giver's ego, than the recipient's needs. This style of feedback is tolerated only because the giver often has a lot of power in casting artistes...
Of course, in the business world there are also massive egos and people that are unable to give constructive criticism since their status 'gets in the way'. Yet ineffective criticism actually devalues the "giver" if delivered in the wrong way. Here are some examples:
"Where do I start?" - Brace yourself; you're getting feedback from an expert here.
"Why did you decide to do that?" - That's a brilliant idea but I'm loathed to give you credit for it.
"I'm surprised you did that given your experience" - Let's have a dig about your 'experience' - I'm the star here.
"And when you do this next time you will need to" - Let's make sure I put my stamp on this, so that I can take credit for it.
I am sure you have many more examples of poor feedback styles you have received. The latter is particularly interesting since it has nothing to do with the task that is being criticised but about them. In all of the cases above, the comments are about the giver; establishing themselves as "the expert" and the other person as a grateful listener. Some of these comments are quite personal: particularly the "I'm surprised at..." which is a cruel and patronising put down. I envisage the giver wishing to sit on a high seat with the recipient sitting at his feet.... you know the scenario.
I am interested in YOU ensuring that you give feedback without compromising on your image or risking your respect being eroded away. I have come across the "Sandwich" feedback;
*Feature a positive point from the task that worked - such as the idea; the delivery; the visual element etc.
*Add a recommendation "You might have considered this to make it work even better...."
* Finish on another positive point.
The benefits of this are that as an expert, you are not damaging your professional image by being patronising; egotistical or jealous. You will be gaining respect from your team, but you have the opportunity to provide some advice.
More information from http://www.executivevoice.co.uk
Of course, in the business world there are also massive egos and people that are unable to give constructive criticism since their status 'gets in the way'. Yet ineffective criticism actually devalues the "giver" if delivered in the wrong way. Here are some examples:
"Where do I start?" - Brace yourself; you're getting feedback from an expert here.
"Why did you decide to do that?" - That's a brilliant idea but I'm loathed to give you credit for it.
"I'm surprised you did that given your experience" - Let's have a dig about your 'experience' - I'm the star here.
"And when you do this next time you will need to" - Let's make sure I put my stamp on this, so that I can take credit for it.
I am sure you have many more examples of poor feedback styles you have received. The latter is particularly interesting since it has nothing to do with the task that is being criticised but about them. In all of the cases above, the comments are about the giver; establishing themselves as "the expert" and the other person as a grateful listener. Some of these comments are quite personal: particularly the "I'm surprised at..." which is a cruel and patronising put down. I envisage the giver wishing to sit on a high seat with the recipient sitting at his feet.... you know the scenario.
I am interested in YOU ensuring that you give feedback without compromising on your image or risking your respect being eroded away. I have come across the "Sandwich" feedback;
*Feature a positive point from the task that worked - such as the idea; the delivery; the visual element etc.
*Add a recommendation "You might have considered this to make it work even better...."
* Finish on another positive point.
The benefits of this are that as an expert, you are not damaging your professional image by being patronising; egotistical or jealous. You will be gaining respect from your team, but you have the opportunity to provide some advice.
More information from http://www.executivevoice.co.uk
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