giving & receiving feedback

Giving & Receiving Feedback

Course Overview

• Course Code: OCCU 5003

• Institution: Dalhousie University

• Focus: Dimensions of Professional Practice

Outline

Key Topics

• Principles & Strategies for Giving Feedback

• Principles & Strategies for Receiving Feedback

• Feedback Assignment

Giving Feedback

Core Principles

• Balance positive and negative feedback

  • People learn from both affirmations and critiques.

  • Use constructive phrases: "Continue doing this," "Go further with this," etc.

• Be specific

  • Reference particular incidents with explicit examples.

  • Avoid vague statements: E.g., use specific instances instead of broad claims like "You are always vague."

• Be descriptive, not evaluative

  • Focus on observed behaviors, not judgments about the person. E.g., say "this paragraph suggests…" rather than “You don’t understand…"

• Timeliness

  • Deliver feedback as soon as possible after the event to enhance relevance and impact.

• Intent to help

  • Approach feedback as a constructive dialogue to help the recipient improve, rather than out of guilt or fear.

• Compassionate approach

  • Good feedback stems from care for the individual's growth.

• Solicited feedback

  • Encourage the recipient to share their thoughts or interpretations to foster ownership of potential changes.

Effective Feedback Strategies

What to Avoid

• Feedback that addresses aspects beyond control is less useful.

• Do not undermine positive feedback with negative qualifiers. Both types should stand alone.

• Use "I" statements to own feedback (e.g., "I interpreted this as..." instead of general assumptions).

• Acknowledge emotions during feedback but don’t let them restrain the critique.

Ineffective/Negative Delivery Styles

• Attacking: Aggressive feedback focusing on weaknesses.

• Indirect: Vague feedback that avoids direct confrontation of issues.

• Insensitive: Lacks concern for the feelings of others.

• Disrespectful: Demeaning or insulting feedback.

• Judgmental: Evaluating personality over behavior.

• General feedback: Broad statements that lack definition.

• Poor timing: Providing feedback at inappropriate times.

• Impulsive: Failing to consider consequences before delivering feedback.

• Selfish: Focusing feedback to meet the giver's own needs rather than helping the recipient.

Effective/Positive Delivery Styles

• Supportive and encouraging: Create a non-threatening environment.

• Direct focus: Clearly state the focus of feedback.

• Sensitive approach: Consider the recipient's needs while delivering feedback.

• Descriptive nature: Highlight observable behaviors that can change, avoiding personality critiques.

• Specific feedback: Target specific actions or events.

• Healthy timing: Deliver close to the event and at an appropriate time.

• Thoughtful: Carefully consider feedback before giving it.

• Helpful intent: Ensure feedback is constructive and beneficial.

Receiving Feedback

Active Listening

• Listen actively: Avoid interrupting; focus on understanding the feedback.

• Respect input: Acknowledge valuable insights even when disagreeing.

• Assume positive intent: Check in with the giver if feedback feels hurtful.

Managing Emotions

• Acknowledge feelings: Recognize personal emotional responses but don't let them dictate reactions.

• Put feedback in perspective: Understand it as one perspective among many.

• Focus on improvement: Engage with constructive suggestions rather than disputing feedback.

• Request clarity: Ask for specific feedback if it feels vague or all negative.

Negative/Closed Style

Characteristics

• Defensive: Justifies own actions against feedback.

• Attacking: Retaliates against the feedback giver.

• Denial: Refuses the validity of feedback.

• Disrespectful: Devalues the speaker and their feedback.

• Closed: Shows no interest or engagement with the feedback.

• Inactive listening: Does not attempt to understand feedback.

• Rationalizing: Creates excuses to dismiss feedback.

• Patronizing: Listens without genuine interest.

• Superficial: Appears to agree, but shows no intention to change.

Positive/Open Style

Characteristics

• Open-minded listening: Engages without interruptions or objections.

• Responsive: Welcomes the feedback without countering.

• Acceptance: Embraces feedback without denial.

• Respectful interaction: Values the perspectives shared by the speaker.

• Engagement: Actively interacts and seeks clarification.

• Active listening: Concentrates on understanding deeper meanings.

• Thoughtfulness: Engages in reflection regarding the feedback.

• Genuine interest: Shows eagerness to incorporate feedback into personal development.

• Sincerity in change: Willing to make genuine changes based on receiving feedback.

Assignment Details

Feedback Assignment

• Context: Draw from the experience of preparing and participating in PCS II from OCCU 5011 on October 23.

• Resources: Find instructions and templates available in Brightspace under Assignments & Exams in the designated folder.

Next Class

Topics to Cover

• Working with support personnel and third-party payers

• Location: Dalhousie University