Here's how you can give feedback that helps others develop their skills and abilities.

Understanding the persons strengths and how these play into their role/job helps the conversations and skill development opportunities. Gaining their feedback, sharing what they perceive their strengths to be and your observations ,help build a meaningful and supportive environment for skill development and positive growth.

Always start with empathy and understanding. To deliver helpful advice and direction, the receiver must be willing to accept it. How you initiate the conversation and deliver the message must be in a way that is approachable and deemed genuine for it to be received the way you want it to be accepted. Lastly, the method of delivery matters. Ensure it is in person so that it’s not misconstrued and the person can see your sincerity.

Dar feedback eficaz é essencial para o desenvolvimento de habilidades. Para isso, é importante ser específico e objetivo, utilizando o método sandwich. Outra dica é fornecer o feedback de maneira tempestiva, equilibrada e sensível, fazendo perguntas que estimulem a autorreflexão.

Giving effective feedback that helps others develop their skills and abilities involves a thoughtful approach that balances constructive criticism with encouragement. Here’s how to provide feedback that is both impactful and supportive: Be Specific and Actionable Use the "Sandwich" Approach Focus on Behavior, Not the Person Be Timely Encourage Self-Assessment Be Supportive and Empathetic Follow Up

What is NOT direct feedback: "Hey, what you're doing is not quite what the industry appreciates nowadays. Better to learn some new skills, and explore roles that offer growth". - This is such a cynical approach! Don't consider this tone as feedback even though it's blunt. This is not how one should address it. My POV is simply to acknowledge what one brings to the table. There are limits but it does bring value. Skills are supposed to be fuel to get you that extra boost, so treat it that way. No skill is a 'luxury'; it is a way of life. Luxury is having a skill and not using it.

Private conversations should just be that - Private . Feedback is one of the most important information to be shared either to yr superiors or yr juniors . I would do this one on one as it’s usually personal or corrective in nature - most pple recvd such news privately with respect and positive feelings , as you hv taken the effort and time to counsel and bond . Above all be sincere in yr feedback and many a times that quiet personal feedback will turn a negative action to a strategy for good action .

When it comes to giving feedback, be upfront but constructive. Start with what's working—it's crucial for morale. Then, gently point out areas where they can sharpen up. Finish strong with actionable steps so they can hit the ground running. That's how you help them level up their game.

You are not responsible for how someone chooses to react to feedback, but you are responsible for how you give that feedback. You can set the tone for a constructive conversation. Use a framework to plan e.g. situation, behaviour, impact. Get the person's thoughts, and work together to find a way forward. This collaborative approach is more likely to result in a positive outcome. Don't shy away from giving someone feedback - you owe it to them so they have the opportunity to make changes.

1. Meet them where they are. People have outside issues that impact their work life balance on occasion and therefore, they make mistakes when they are not focused. Bring it up gently, and understand if there are outside interruptions that may be distracting them. Most of the time, people don't know what they don't know until someone points it out and they can make adjustments. 2. When discussing feedback, be sure to be kind, but constructive. 3. When an employee comes to you with an issue, be sure they come with a potential solution(s) to discuss/ brainstorm with you. This will give them the opportunity to grow where they are. 4. Be straight forward and clear with expectations.

Target a behavior that can be improved in a short amount of time…a week or less. Model the behavior you want to see and practice it with the one you are coaching. And just as important, calendar a time to come back, just after the week of individual practice, to give feedback.

Los comentarios vagos pueden ser confusos y poco útiles. Para ayudar realmente a alguien en el desarrollo de sus habilidades, identifique las áreas exactas que necesitan mejorar y proporcione ejemplos claros. Esta especificidad no solo hace que tus comentarios sean más procesables, sino que también demuestra que has prestado atención a su trabajo en detalle. Es este tipo de asesoramiento específico el que puede conducir a mejoras significativas, ya que dirige los esfuerzos del destinatario a las áreas de mayor impacto.

É necessário ser claro e específico, evitando generalizações que não contribuem efetivamente para o crescimento do indivíduo. Além disso, é essencial que o feedback seja dado no momento certo, sem demoras que possam comprometer a compreensão da mensagem.

Specificity in feedback can make all the difference. Instead of saying, "Your reports need work," highlight specific areas: "Your analysis is strong, but focusing more on data visualization will make your points clearer." This approach ensures that your actionable feedback demonstrates your investment in their growth. It also takes away subjectivity. By pinpointing exact areas for improvement, you provide clear guidance that helps them achieve significant progress.

Providing constructive feedback is an art that requires a balance of empathy and specificity. When giving feedback, start by recognizing the individual's strengths and achievements to build a positive foundation. Then, pinpoint specific areas for improvement, focusing on observable behaviors rather than personal traits. Use clear examples to illustrate your points, and suggest actionable steps they can take to enhance their skills. This approach not only makes the feedback more digestible but also empowers the individual with a clear path for growth, fostering a culture of continuous improvement and mutual respect.

Getting feedback can be quite a vulnerable feeling, if there is ambiguity over the feedback it can make the individual more anxious about receiving feedback in the future and not truly able to action the point you've raised. Ask them to reflect on the thing you are giving feedback on too - did they feel it was their best work etc?

Specificity in feedback is powerful when you combine action to result. "You got result Z and you wanted result Y. What factors went into the decision that got you result Z? In the future, don't consider factor A, B, and C because {insert reasons} if you want result Y." While short, this type of feedback not only talks results, but also talks about what happened at the point of decision. Managers can help their team members get better results by helping them make better decisions.

One thing I have found helpful is asking for clarification or for a reaffirming standpoint. Not everyone knows what may be needed to successfully onboard a customer and theirs needs. An extra correspondence does not necessarily mean you are less specific. It can bring attention to details that may need more awareness and reinforcement.

Feedback is a tricky to provide and an essential part of the growth journey. It should be given in a way that you give a transparent feedback with particular examples so that receiver of the feedback actually can relate it with events and understand what he or she needs to avoid do better in future with empathy. It can be sugar coated but message should be conveyed in a crisp manner. Similarly when we are receiving it, we should be open to hear, ready to improve and understand it well from the feedback giver with examples. Since feedback is a very important part of an improvement so good time should be spend to understand.

Feedback is essential for our growth. While negative feedback can be difficult to hear, it is ultimately a gift that helps us improve. We don't know what we don't know. Humans often focus on what needs improvement, but we also have strengths worth recognizing. Emphasizing these strengths while delivering feedback aids acceptance and fosters appreciation. It's crucial that team members feel valued; this approach builds them up while guiding their growth. Balancing constructive criticism with acknowledgment of their strengths supports their development and reinforces their worth within the team.

Only giving negative feedbacks will demotivate the person. So it is very important when you are giving negative feedback with that you have mentioned some positive things also which you like.This gives confidence to other person that though their are some mistakes but I did some good things also. And also tell how they can correct the things.Balanced is very important while giving feedback, otherwise the person's moral will and unable perform his responsibilities properly.

Start working with your colleagues feedback doesn’t mean he has to improve all alone You can be guiding force don’t say it is feedback we can launch a program where we can design a workshop or training which will help him to grow Job of a manger is to make people grow under his leadership But giving feedback and making people demotivated is the the culture nowadays

Equilibrar el refuerzo positivo con la crítica constructiva es clave para una retroalimentación efectiva. Reconozca y elogie lo que la persona está haciendo bien junto con las áreas en las que puede mejorar. Este enfoque no solo aumenta la moral, sino que también facilita que el destinatario acepte y actúe sobre sus sugerencias. El refuerzo positivo motiva y refuerza el valor de sus fortalezas, mientras que la crítica constructiva los guía hacia un mejor desempeño.

Providing feedback that helps others develop their skills and abilities requires a balanced approach, combining honesty with empathy. Start by recognizing their strengths and achievements, creating a positive foundation. Then, address areas for improvement with specific, actionable suggestions, ensuring the tone remains constructive. It's crucial to focus on the behavior or task, not the person, to avoid defensiveness. Finally, offer support and encouragement, showing confidence in their ability to grow and improve. This approach fosters a growth mindset, making feedback a tool for development rather than criticism.

Effective feedback is crucial for growth and improvement. When providing feedback, strive for a balanced approach that is both constructive and specific. Highlight areas for improvement while offering concrete suggestions on how to enhance the work. Equally important is acknowledging and praising the strengths of the contribution. This balanced method not only guides the recipient towards better performance but also motivates them by recognising their achievements. Key points to consider: Be specific and actionable in your critiques Provide clear examples of how to improve Highlight positive aspects of the work Maintain a constructive tone throughout

I personally don't like the concept of "negative" versus "positive" feedback. It's not because I don't enjoy the idea of negativity. It's because both words have become overused. I prefer to share my experience engaging with someone's work. Here's how it goes. "I played around with your work. Here's my experience. 1. I wish you would do more of... 2. I couldn't figure out why you might have done ___. My theory is you wanted to do ___. Am I tracking? 3. I enjoyed discovering ____, I liked it because ____. 4. Don't phrase things like ___ because it could backfire on you and you might not have a useful response. 5. Comparing this against your last, I see you've made improvements with _____. I believe your work resonates better now"

El tiempo es importante a la hora de dar retroalimentación. Ofrezca sus ideas poco después del evento o comportamiento al que se dirige para garantizar la claridad y la relevancia. Es más probable que la retroalimentación inmediata se asocie con las acciones específicas, lo que facilita que el destinatario recuerde y comprenda sus puntos. La puntualidad también transmite que estás comprometido con su desarrollo y atento a su progreso.

Waiting too long to feed back can actually negatively impact how the person can action it. Make sure you provide timely feedback so they can reflect too on their own thoughts.

Agreed - timing matters. Avoid correcting during performance -- imagine if your favorite band was being corrected by their manager during a concert -- and avoid sharing your thoughts too far into the future. I try to schedule time to share thoughts after a meeting/event or create a shared document where I leave thoughts. My mode of delivery is based on my relationship with the team member.

The timing of feedback can significantly impact its effectiveness. All too often, feedback is delayed and loses its relevance. To ensure clarity and impact, offer your insights soon after the event or behavior you're addressing. Provide feedback one-on-one rather than in a group. This approach makes your suggestions more actionable and appreciated. Scheduling debriefs soon after key events can also be effective. Timeliness shows that you are attentive and care about their development, fostering a culture of continuous improvement.

I love this point -- collaboration. My hunch is that people love having their work engaged with! When I'm giving thoughts about someone's work I love to be curious with the team member. I love to ask questions, ask "what if" or "how might we" style questions. My experience is that team members enjoy that style more too - it's fun, it's open, it allows for discovery.

La retroalimentación debe ser una calle de doble sentido. Fomenta el diálogo preguntando por la perspectiva del destinatario e involucrándolo en la creación de un plan de mejora. Este enfoque colaborativo no solo los empodera, sino que también garantiza que la retroalimentación se adapte a su situación y objetivos únicos. Al trabajar juntos, ayudan a construir una asociación que apoya el desarrollo y el aprendizaje continuos.

Providing feedback that helps others develop their skills and abilities involves a collaborative approach that emphasizes empathy, clarity, and actionable insights. Start by recognizing their efforts and specific strengths to create a positive foundation. Frame feedback in a way that encourages dialogue, inviting them to share their own perspectives and thoughts. Offer constructive suggestions that are specific and achievable, focusing on growth rather than criticism. Collaborate on setting goals and provide ongoing support, showing that you are invested in their development. This approach fosters a supportive environment where feedback becomes a tool for mutual growth and continuous improvement.

Mais do que apontar os erros, é fundamental também valorizar as conquistas e os acertos da pessoa, reconhecendo seu esforço e dedicação. É importante destacar os pontos fortes para incentivar a continuidade do bom desempenho e motivar a pessoa a se aprimorar ainda mais. Dessa forma, o feedback positivo é essencial para manter a motivação e a autoconfiança do indivíduo, contribuindo para seu desenvolvimento contínuo.

El proceso de retroalimentación no termina con la conversación inicial. Haga un seguimiento para discutir el progreso, ofrecer apoyo adicional y ajustar las estrategias según sea necesario. Este compromiso continuo muestra su compromiso con su desarrollo y ayuda a mantener el impulso. Los controles regulares también brindan oportunidades para celebrar los éxitos, lo que refuerza aún más el valor de la retroalimentación y el esfuerzo realizado para realizar cambios.

Effective feedback is an ongoing process, not a one-time event. All too often, we miss the step of scheduling follow-ups to discuss progress. This shows your commitment to their development and helps maintain momentum. Regular check-ins allow you to offer additional support and adjust strategies as needed. Without follow-up, there's no way to understand what changes have been made. By circling back, you can celebrate successes and address any remaining challenges. This continued engagement reinforces the value of your feedback and demonstrates your investment in continuous growth. Don't let the feedback process end with the initial discussion. Make follow-up an integral part of your approach to ensure ongoing development and improvement.

IOS: I - Positive Intent: start with a highlight of something they did well. Thank/praise them for something that they did or tried to do well. It’s best if it’s related to the situation. O - Opportunity: Begin with an “I noticed” to share the opportunity. S - Suggestion: Provide a suggestion for what could be done to mediate this in the future.

Well first of all you need to know the person who you are providing feedback too. Prepare how they would react to the feedback you will deliver when the recipient’s performance is not so up to expectations.

Recently I read a book from Dennis Peacoke (Doing Business God’s way)and there were 3 things that I will call rules that can help. 1. A real leader is the one that helps others realize their full potential. It’s not all about you it’s all about the team. 2. If we are to build strong companies, we need to share authority and responsibility gradually with those we lead. 3. Sacrifice is the key to growth. Knowing the value of giving up to multiply the efforts