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Delivering Difficult Feedback

 

 

 

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Focusing a Team

  1. Team Assessment: Use this assessment to take a critical looks at your team.  

  2. Visioning: Use this activity to articulate your team’s ideal future

  3. Goal Setting: Use this activity to focus your team goals and set a basis for directed action

  4. Building an Action Plan: Use this activity to identify specific actions to begin achieving your goals

  5. Clarifying Roles: This activity will help your team clarify the role of each individual team member.

  6. Understanding Change: A look at managing successful change.

  7. Collaboration Strategies:  Know how to collaborate effectively

  8. Conflict Awareness:  Manage team conflict before it escalates

  9. Team Norms: Setting ground rules for team participation and behavior

  10. Team Expectations: A team leader's expectations of his/her team members

  11. Team Building Games:  Sample five easy-to-implement team building games

  12. Managing the Net Generation: Understand the work expectations of a new wave of professionals

  13. Fostering Innovation: Ten key rules for fostering innovation in the workplace

  14. Workplace Productivity: Thirty strategies to boost your personal on-the-job productivity

  15. Work Culture: Twelve indicators of a healthy work culture

  16. Difficult Feedback: Tips to consider when confronting a team member

  17. Receiving Feedback: Guidelines to accept constructive feedback


Delivering Difficult Feedback

Interpersonal conflict in work teams is inevitable.  Indeed, some level of tension works to feed creativity and motivation.   But when the behavior or attitude of a teammate is interfering with the team’s efficacy, you may find it necessary to provide some challenging feedback.

Below are some things that may be helpful when presenting difficult feedback:

  1. Offer your feedback in a private, quiet place where your teammate won’t feel embarrassed or defensive.

  2. Reaffirm the goals and purpose of your team.

  3. Outline how current behavior is impacting the team as a whole.  Try to be specific and support your ideas with examples.

  4. Discuss how current behavior is causing unintended results.

  5. Ask permission to offer suggestions or ask if you can suggest possible changes in behavior or attitude.

  6. Try to explain how both of you might benefit from a change.

  7. Make sure that the exchange is a conversation, not an attack, a lecture, or a reprimand.

  8. Give the other party plenty of time to respond and listen attentively

  9. Avoid aggressive language.

  10. Use the pronouns “I” and “We” rather that “you.”

  11. Don’t be the least bit condescending.

  12. Don’t get defensive or overly aggressive

More: See Receiving Feedback