{"id":1959,"date":"2022-10-14T05:06:33","date_gmt":"2022-10-13T21:06:33","guid":{"rendered":"https:\/\/professionalizeit.com\/?p=1959"},"modified":"2022-10-14T23:03:16","modified_gmt":"2022-10-14T15:03:16","slug":"feedback","status":"publish","type":"post","link":"https:\/\/professionalizeit.com\/index.php\/2022\/10\/14\/feedback\/","title":{"rendered":"Five Recommendations When Providing Learning and Development Feedback"},"content":{"rendered":"

Five Recommendations When Providing Learning and Development Feedback<\/h1>\n

Feedback. I once had a manager who told me that “feedback is a gift and you should receive it as such.” Interestingly, the mantra stuck with me years later. In the Learning and Development space, we constantly receive feedback. From our clients, production, end users, and even peers. Sometimes it can get a little overwhelming, especially when the feedback doesn\u2019t feel like a gift.<\/p>\n

The other day I received a text message from a friend who received feedback from a development manager implementing \u201clearning excellence\u201d practices in the organization. I had reviewed it and cringed seeing the sea of comments. I replied that I had and asked how my friend was doing. She replied, \u201cNot good.\u201d You see, the feedback was all negative, out of context, and challenged fundamental strategies discussed with the primary stakeholders.<\/p>\n

It got me thinking about the feedback I\u2019ve received over the years, those that felt like a gift and those that felt like a resignation prompt.<\/p>\n

Here are five things that the gift feedback always included:<\/p>\n

Positive Sandwich<\/strong><\/h3>\n
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Feedback shouldn\u2019t always be a hunt for what is wrong; as the person delivering feedback, look for some positive <\/span><\/em><\/strong>things that the person has done. <\/span>\"\"<\/em><\/strong><\/p>\n<\/blockquote>\n

\"\"<\/em><\/strong>\"\"<\/em><\/strong>\"\"<\/em><\/strong><\/p>\n

What\u2019s a positive sandwich? <\/span>Start with something positive<\/strong>, provide corrective action feedback, and <\/span>conclude with something positive<\/strong>. Starting with negative feedback or only having negative feedback in your comments puts the receiver on the immediate defensive and can cause lasting damage to the relationship.<\/span><\/p>\n

Consider Your Tone<\/h3>\n
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\u201cI’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.\u201d \u2015 Maya Angelou.<\/b><\/p>\n<\/blockquote>\n

Your organization\u2019s core values and personal drivers should come through when giving feedback. How can this be done if your feedback isn\u2019t verbal? I worked on a project team where the Learning Solutions Advisor provided extensive input on his reviews (I would receive up to 30 comments on one short course). I could hear Tim\u2019s voice as I would read his comments, \u201cThis is a really fun way of delivering this content.\u201d \u201cWhat if you included a different picture of XYZ in this part to bring it to life?\u201d \u201cOh, I never would have thought of delivering it this way; great job.\u201d<\/p>\n

Ask Questions<\/h3>\n
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No one wants to hear something they have spent time and effort on that didn\u2019t hit the mark. <\/b><\/p>\n<\/blockquote>\n

When providing feedback, especially on something you may not have the full picture or vision of, ask questions to clarify the direction, need, or purpose. These questions can help you gain insight into the person\u2019s thought process and help you understand exactly where the situation went in the wrong direction. Be open-minded to the answers to consider the receiver\u2019s point of view. For example, instead of stating, \u201cDeleting this column breaks the rules.\u201d You could ask why the columns were deleted. The person might have a logical reason or not. From there, you can provide constructive feedback to obtain the desired results. This leads me to recommendation four.<\/p>\n

Constructive Advice<\/h3>\n
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Once you have a clear picture of the situation, provide constructive feedback. <\/b><\/p>\n<\/blockquote>\n

Simply stating, \u201cDoing XYZ in this fashion is wrong.\u201d Or \u201cHaving a 10-minute breakout group isn\u2019t possible.\u201d It might not be the best way to provide feedback, especially if the receiver has done a 10-minute breakout group in the past with great success. In addition, If the person didn\u2019t feel it was possible, they likely wouldn\u2019t have added it to the solution. Being constructive includes ideas on how you might present the content or deliver the message. Remember Tim? He guided the type of picture to have.<\/p>\n

Right Place, Right Time<\/h3>\n
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In the learning and development space, it feels like we\u2019re two steps behind and five steps ahead, all at the same time. <\/b><\/p>\n<\/blockquote>\n

Consider your feedback. Is it a deal-breaker to this specific stage of the process? <\/b>Is it a personal preference or something that could \u201cmake or break\u201d the project? In the heat of the deadline, what needs immediate action, and what can be saved for a time that might be less stressful where the receiver is open to guidance?<\/p>\n

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Feedback is an opportunity for the receiver to grow, adapt, and apply principles. <\/b><\/p>\n<\/blockquote>\n

It might also be a simple recommendation to fix a typo or use a font.<\/p>\n

Before providing feedback, think about these simple recommendations. Consider the relationship you have with the person. Do you know how they will receive your feedback based on your years of experience working with them? Being thoughtful in your approach will help you achieve your desired results, retain good people, and improve overall satisfaction. Heck, everyone might have fun as well!<\/i><\/p>\n<\/div><\/div>