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Feedback and Discussion
Make sure you visit our eActivity page to do the self-assessment before reading these feedback materials.
If you scored 10 or less, you are probably a fairly Direct person when it comes to giving
feedback to those who report to you, and possibly in many other contexts as
well. This means:
- Getting
right to the point;
- Using
exact words, positive or negative;
- Providing
concrete examples of positive or negative work;
- Not
softening the blow if feedback is negative.
Some people may not be able to hear or understand your Direct communication because they
expect messages to be delivered in more Indirect
ways. For them you might try:
- Giving
a positive feedback item before negative ones;
- Using
a story or metaphor to deliver your message;
- Giving
praise in terms of group accomplishment rather than individual;
- Giving
praise one-on-one rather than in front of a group;
- Involving a third person in the delivery of criticism or praise: speaking directly to the third person when your target audience can hear you.
If you scored more than 10, you are probably a fairly Indirect person when it comes to giving
feedback to those who report to you, and possibly in many other contexts as
well. This means:
- Cloaking
feedback in stories, metaphors or examples;
- Involving
a third person in the delivery of criticism or praise: speaking directly
to the third person when your target audience can hear you;
- Giving
praise to groups rather than individuals
- Using
High Context communication (eyes, body language, tone, volume) rather than
exact words.
Some people may not be able to hear or understand your Indirect communication because they
expect messages to be delivered in more Direct
ways. For them you might try:
- Avoiding excessive story telling/contextualising and get right to the point;
- Using
exact words, positive or negative;
- Providing
concrete examples of positive or negative work;
- Not softening the blow if the feedback is negative,
without resorting to bullying or excessive negativity.
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