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givingandreceivingfeedback.pdf

  1. 1. Giving and Receiving Giving and Receiving Feedback Feedback Todd M. Grivetti Todd M. Grivetti MSN, RN, CCRN, CNML MSN, RN, CCRN, CNML President/CEO Level V, Inc. President/CEO Level V, Inc.
  2. 2. Giving and Receiving Feedback Giving and Receiving Feedback  Objectives: Objectives:  Understand the concept of feedback Understand the concept of feedback  Identify how to ask for and give feedback Identify how to ask for and give feedback  Discuss how feedback is useful in developing teams Discuss how feedback is useful in developing teams
  3. 3. Giving and Receiving Feedback Giving and Receiving Feedback  Definition: Definition:  Feedback Feedback describes the situation when output from describes the situation when output from (or (or information information about the result of) an event or about the result of) an event or phenomenon in the past will influence an occurrence phenomenon in the past will influence an occurrence or occurrences of the same (i.e. same defined) or occurrences of the same (i.e. same defined) event / phenomenon (or the continuation / event / phenomenon (or the continuation / development of the original phenomenon) in the development of the original phenomenon) in the present or future. When an event is part of a chain present or future. When an event is part of a chain of cause-and-effect that forms a circuit or loop, then of cause-and-effect that forms a circuit or loop, then the event is said to the event is said to "feed back" "feed back" into itself. into itself.
  4. 4. Giving and Receiving Feedback Giving and Receiving Feedback  Why to Give and Receive? Why to Give and Receive?  Additional way of gaining insight about your own Additional way of gaining insight about your own practice and to validate your point of view. practice and to validate your point of view.  Should be a learning and growth opportunity vs. Should be a learning and growth opportunity vs. punitive or negative. punitive or negative.
  5. 5. Giving and Receiving Feedback Giving and Receiving Feedback  Feedback can be conducted three ways Feedback can be conducted three ways  Asking for Feedback Asking for Feedback  Receiving Feedback Receiving Feedback  Giving Feedback Giving Feedback
  6. 6. Giving and Receiving Feedback Giving and Receiving Feedback  Asking for Feedback Asking for Feedback  Select a peer who’s opinion you respect and whose Select a peer who’s opinion you respect and whose judgment you trust. judgment you trust.  Choose someone who is in a similar role as you. Choose someone who is in a similar role as you.  Alternatively, you could choose someone who you Alternatively, you could choose someone who you work closely with who is not in the same role. work closely with who is not in the same role.
  7. 7. Giving and Receiving Feedback Giving and Receiving Feedback  What to do: What to do:  Prepare the information you want to discuss with your Prepare the information you want to discuss with your peer/colleague. peer/colleague.  Select a time and place without distractions for your Select a time and place without distractions for your conversation conversation  Briefly indicate what you would like to cover and why it’s Briefly indicate what you would like to cover and why it’s important to you important to you  Discuss and review some of your practice experiences Discuss and review some of your practice experiences  Be specific about your abilities, strengths, and areas for Be specific about your abilities, strengths, and areas for growth, learning and enhancement growth, learning and enhancement
  8. 8. Giving and Receiving Feedback Giving and Receiving Feedback  Receiving Feedback Receiving Feedback  There is no point in asking others to give you There is no point in asking others to give you feedback unless you are prepared to be open to it feedback unless you are prepared to be open to it and consider the comments which differ from your and consider the comments which differ from your own perceptions. own perceptions.
  9. 9. Giving and Receiving Feedback Giving and Receiving Feedback  Characteristics of Receiving Feedback Characteristics of Receiving Feedback  Be Explicit Be Explicit  Make it clear what kind of feedback you are seeking. Make it clear what kind of feedback you are seeking.  If necessary, indicate what kinds you do not want to receive. If necessary, indicate what kinds you do not want to receive.  Feedback from others in entirely for your benefit and if you do not indicate Feedback from others in entirely for your benefit and if you do not indicate what you want, you may not receive it. what you want, you may not receive it.  Be Attentive Be Attentive  Take time to listen, understand and consider what is being said by rephrasing Take time to listen, understand and consider what is being said by rephrasing and being interested in the other person’s point of view. and being interested in the other person’s point of view.  Ask questions and be curious about how your peer sees you. Ask questions and be curious about how your peer sees you.  Ask for suggestions on how to enhance your practice and grow professionally. Ask for suggestions on how to enhance your practice and grow professionally.  Two questions you may want to keep in mind when asking for peer feedback: Two questions you may want to keep in mind when asking for peer feedback:  What do I do best? What do I do best?  Is there some aspect of my practice I can improve? Is there some aspect of my practice I can improve?
  10. 10. Giving and Receiving Feedback Giving and Receiving Feedback  Be Aware Be Aware  Notice your own reactions, both intellectual and emotional. Notice your own reactions, both intellectual and emotional.  Be aware of any reactions of rejections or censorship on your part Be aware of any reactions of rejections or censorship on your part  Be Silent Be Silent  Refrain from making a response Refrain from making a response  Don’t even begin to frame a response in your own mind until you have Don’t even begin to frame a response in your own mind until you have listened carefully to what has been said and have considered the listened carefully to what has been said and have considered the implications. implications.  Do not use the excuse of correcting factual errors to avoid hearing and Do not use the excuse of correcting factual errors to avoid hearing and resonating with the substance of what has been said resonating with the substance of what has been said  Don’t be distracted by the need to explain Don’t be distracted by the need to explain  If you feel you have provide an explanation, do it later after the feedback If you feel you have provide an explanation, do it later after the feedback session. session.
  11. 11. Giving and Receiving Feedback Giving and Receiving Feedback  Giving Feedback: Giving Feedback:  Check your reasons for accepting the invitation to Check your reasons for accepting the invitation to give feedback. give feedback.  Make sure you are clear on what your peer is asking Make sure you are clear on what your peer is asking for by restating the request in your own words. for by restating the request in your own words.
  12. 12. Giving and Receiving Feedback Giving and Receiving Feedback  Giving feedback Characteristics: Giving feedback Characteristics:  Be Realistic Be Realistic  Direct your comments toward matters on which they can act. Direct your comments toward matters on which they can act.  Direct your feedback toward what is specifically asked for to meet Direct your feedback toward what is specifically asked for to meet your peers’ needs. your peers’ needs.  Although your peer requested feedback, be attentive to feelings and Although your peer requested feedback, be attentive to feelings and non-verbal cues by each of you. non-verbal cues by each of you.  Be Specific Be Specific  Generalizations are particularly unhelpful. Generalizations are particularly unhelpful.  Base your comments and feedback on concrete observable behavior Base your comments and feedback on concrete observable behavior or materials. or materials.  Be supportive and constructive in your comments. Be supportive and constructive in your comments.
  13. 13. Giving and Receiving Feedback Giving and Receiving Feedback  Be Sensitive to the goals of the person Be Sensitive to the goals of the person  Just because the other person’s contributions have Just because the other person’s contributions have not met your goals, does not necessarily imply not met your goals, does not necessarily imply something is wrong. something is wrong.  Be thoughtful in your comments and tone. Be thoughtful in your comments and tone.  Listen to what they have to say Listen to what they have to say  Be Timely Be Timely  Provide time for exchange of comments to create an Provide time for exchange of comments to create an opportunity for validating and exploring practice opportunity for validating and exploring practice strengths, needs and ideas. strengths, needs and ideas.
  14. 14. Giving and Receiving Feedback Giving and Receiving Feedback  Be Descriptive Be Descriptive  Describe your views Describe your views  Don’t be evaluative or say what the person should be feeling Don’t be evaluative or say what the person should be feeling  Don’t be emotionally manipulative Don’t be emotionally manipulative  Be Consciously non-judgmental Be Consciously non-judgmental  Offer your personal view Offer your personal view  Do not act as an authority, even if you may be one elsewhere Do not act as an authority, even if you may be one elsewhere  Give your personal reactions and feelings rather than value- Give your personal reactions and feelings rather than value- laden statements by using: laden statements by using:  “ “I feel…..” I feel…..”  “ “When you….” When you….”
  15. 15. Giving and Receiving Feedback Giving and Receiving Feedback  Don’t Compare Don’t Compare  Treat each person’s work as their own, not some part of a Treat each person’s work as their own, not some part of a competition with others. competition with others.  Be cautious about giving feedback in a context in which Be cautious about giving feedback in a context in which comments you give may be compared to another. comments you give may be compared to another.  Be Diligent Be Diligent  Check your responses Check your responses  Is it an accurate reflection of what you want to express? Is it an accurate reflection of what you want to express?  Have you perceived the contribution accurately? Have you perceived the contribution accurately?  Nothing is more annoying than to receive feedback from someone Nothing is more annoying than to receive feedback from someone who clearly hasn’t bothered to pay attention to what you have done. who clearly hasn’t bothered to pay attention to what you have done.
  16. 16. Giving and Receiving Feedback Giving and Receiving Feedback  Be Direct Be Direct  Say what you mean Say what you mean  Don’t wrap it up with fancy words or abstract Don’t wrap it up with fancy words or abstract language. language.  Be Positive Be Positive  Say what you appreciate. Don’t focus on what you Say what you appreciate. Don’t focus on what you react negatively towards. react negatively towards.  Find something that is genuinely felt, rather than Find something that is genuinely felt, rather than being positive because you feel it is required. being positive because you feel it is required.
  17. 17. Giving and Receiving Feedback Giving and Receiving Feedback  Be Aware Be Aware  Note your own emotional state before giving Note your own emotional state before giving feedback feedback  Being anxious or defensive may distort your own Being anxious or defensive may distort your own comments comments  Feedback is never the time to relieve yourself at the Feedback is never the time to relieve yourself at the expense of the other person expense of the other person  Move to focus on the person to whom you are relating Move to focus on the person to whom you are relating and their needs, not yourself by responding in any way. and their needs, not yourself by responding in any way.
  18. 18. Giving and Receiving Feedback Giving and Receiving Feedback References References Boud, D. (1991). Implementing Student Self Assessment. HERDSA Boud, D. (1991). Implementing Student Self Assessment. HERDSA Green guide No. 5. 2 Green guide No. 5. 2nd nd Ed. Retrieved Oct. 15, 2010 from, Ed. Retrieved Oct. 15, 2010 from, http://www.iml.uts.edu.au/assessment-futures/glossary/Giving- http://www.iml.uts.edu.au/assessment-futures/glossary/Giving- and-Receiving-Feedback.pdf and-Receiving-Feedback.pdf College of Registered Nurses of British Columbia. (2006). College of Registered Nurses of British Columbia. (2006). Peer Peer Feedback: Learning from Each Other. Retrieved October 15, 2010 from, Feedback: Learning from Each Other. Retrieved October 15, 2010 from, http://www.iml.uts.edu.au/assessment-futures/glossary/Giving- http://www.iml.uts.edu.au/assessment-futures/glossary/Giving- and-Receiving-Feedback.pdf and-Receiving-Feedback.pdf Horstman, M., Auzenne, M. (2006). Horstman, M., Auzenne, M. (2006). The Peer Feedback Model. The Peer Feedback Model. Manager Tools Podcast. Retrieved October 22, 2006 from. Manager Tools Podcast. Retrieved October 22, 2006 from. http://www.manager-tools.com/2006/10/the-peer-feedback- http://www.manager-tools.com/2006/10/the-peer-feedback- model model

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