How feedback is given in coaching and psychological intervention
From the perspective of coaching, it is feedback and not critical if, when we comment on another person, we follow certain guidelines. It is feedback if the exchange is direct and interpersonal and is done with the intention of helping to learn and grow . Therefore, to comment on how we perceive the performance and the impact of a person to improve their development is not to criticize is to give feedback.
In addition, to move from criticism to feedback, the comment must be argued, clear, constructive, timely and must look to the future. For example, it would not be feedback to say: "Let's see if your team puts the batteries, that work does not come out." And yes it would be feedback to say: "Let's talk about what may be happening in your team ...".
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Feedback, tool for development
Feedback helps boost strengths and identify and improve our weaknesses , allowing the development. When it's positive, it has a powerful impact on commitment. "The opinion of another on how we act pushes us, because it has a positive impact on our future actions, helping us always to improve", explain the EEC coaches who impart this tool in their coaching training and in their interventions in the company.
Moreover, in the opinion of experts, negative feedback does not exist. "Feedback is always positive because it always pushes forward."
In this sense, sharing what we think about the actions of others is a responsibility . From EEC, understand "the action of giving feedback as an obligation, since it is the only way we have to develop and give something to the other person who serves to grow."
It is bidirectional
The phenomenon of feedback goes in two directions. Do not lose sight of what is in your hand know how you perceive your own performance and the impact that you are generating . If you do not do this, you will be the last person to find out about your mistakes. "Feedback is asking others to lend their eyes to see things we are not seeing", clarify in EEC.
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4 keys to not screw up
The experts in European Coaching School define four aspects to have enchanted to give and receive feedback in an appropriate way. The key is to understand feedback as a gift.
1. Feedback is always an opinion about an event
To give and receive feedback it is necessary to differentiate opinions and facts .
2. You do not have to keep valuable information
If we do not give feedback we are left with something that can be worth to another person to grow.
3. It is necessary to ask for feedback
If we do not ask for feedback we miss something that can help us grow .
4. You have to appreciate the opportunity to obtain that information
Feedback is a privilege at our disposal as a tool to grow and make others grow.
Haters gonna hate
Finally, remember that criticism serves to criticize and feedback serves to improve . It is not the same to say you are doing something foolish to say, "you are stupid".
"Feedback is not what the other person is, not even what the other person does, is what happens to me with what the other person has done", conclude the trainers of the European Coaching School. "To speak of feedback is to put the person in the first place and it is to speak of vulnerability, of connection, of cooperation and of the need not to insist on being right".
