{"id":44,"date":"2020-04-07T16:25:50","date_gmt":"2020-04-07T20:25:50","guid":{"rendered":"https:\/\/pressbooks.bccampus.ca\/businesspresentationskills\/chapter\/chapter-5-giving-receiving-feedback\/"},"modified":"2021-03-02T14:42:36","modified_gmt":"2021-03-02T19:42:36","slug":"chapter-5-giving-receiving-feedback","status":"publish","type":"chapter","link":"https:\/\/pressbooks.bccampus.ca\/businesspresentationskills\/chapter\/chapter-5-giving-receiving-feedback\/","title":{"raw":"How to give & receive feedback","rendered":"How to give & receive feedback"},"content":{"raw":"

In this chapter you'll learn how to give effective feedback that supports and encourages people. You'll also learn how to accept feedback to improve your presentations.<\/span><\/h2>\r\n

Why is effective feedback important?<\/h2>\r\nEffective feedback helps us improve. You may have heard of the Johari Window, which describes 4 parts of our self-awareness:\r\n
    \r\n \t
  1. Open\u00a0<\/strong> What we know about ourselves, and is also known by others<\/li>\r\n \t
  2. Blindspot\u00a0 <\/strong>What we don't know about ourselves, but is known by others<\/li>\r\n \t
  3. Hidden\u00a0 <\/strong>What we know about ourselves, but is not known by others.<\/li>\r\n \t
  4. Unknown<\/strong>\u00a0 What we don't know about ourselves, and is not known by others.[footnote]Joseph Luft and Harry Ingham, \"The johari window,\" Human relations training news<\/i> 5, no. 1 (1961): 6-7, http:\/\/www.richerexperiences.com\/wp-content\/uploads\/2014\/02\/Johari-Window.pdf[\/footnote]<\/li>\r\n<\/ol>\r\nGood feedback helps us learn about our Blindspot \u2013 what we don't see about ourselves, but others do.\r\n\r\n\r\n\r\n
    \r\n\r\n

    What makes feedback e<\/strong>ffective<\/strong>?<\/strong><\/h2>\r\nEffective feedback has 7 qualities:\r\n
      \r\n \t
    1. Timely<\/strong>\u00a0 Soon after the presentation<\/li>\r\n \t
    2. Kind\u00a0<\/strong> Help the listener build skills; don't embarrass or shame them<\/li>\r\n \t
    3. Positive\u00a0<\/strong> Tell the listener what to do, not what not<\/em> to do<\/li>\r\n \t
    4. Honest\u00a0<\/strong> Don't lie to be nice. \"Great job!\" is kind but not useful<\/li>\r\n \t
    5. Useful\u00a0<\/strong> Suggest practical, actionable improvements<\/li>\r\n \t
    6. Brief\u00a0<\/strong> Focus on only 2 improvements (the most important ones). More will confuse the listener<\/li>\r\n \t
    7. Specific\u00a0<\/strong> Be precise and give examples<\/li>\r\n<\/ol>\r\n\"7\r\n\r\n
      \r\n\r\n

      How to give feedback<\/h2>\r\nThere are many ways to give feedback. This simple 3-step method is easy to remember and use:\r\n
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      1. Keep<\/strong>\u00a0 Describing the best part, what they should keep doing<\/li>\r\n \t
      2. Improve<\/strong>\u00a0 Then describe the most important thing to improve, and why it's important. Focus on \u2018next time\u2019 or \u2018in future.\u2019 For example, Speak slower so we can understand. Your topic seemed interesting and I'd like to hear all of it.\r\n<\/em><\/li>\r\n \t
      3. Ask\u00a0<\/strong> the recipient if they have questions, if what you said makes sense<\/li>\r\n<\/ol>\r\n\"Keep-improve-ask\r\n\r\n
        \r\n\r\n

        How to receive feedback\r\n<\/strong><\/h2>\r\nWe often feel ashamed or embarrassed when receiving feedback. It's similar to the shame wave described in\u00a0Chapter 2: Why am I so nervous?<\/a> Most of us have a really mean inner critic who will start yelling at us for not being perfect. This makes it hard to listen and learn.\r\n\r\nTry to silence your inner critic so that you can benefit from the feedback. These strategies will help:\r\n

        Listen actively.<\/h2>\r\n