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

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