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Starter Question

Starter Question. Think about a time someone gave you helpful feedback. What made it helpful?. Feedback and Advice. Advice is recommendations about what might be thought, said or done to manage a problem Feedback is evaluative communication Evaluation literally means “to find value in”.

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Starter Question

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  1. Starter Question • Think about a time someone gave you helpful feedback. What made it helpful?

  2. Feedback and Advice Advice is recommendations about what might be thought, said or done to manage a problem Feedback is evaluative communication • Evaluation literally means “to find value in” Levels of Feedback • Task and procedural • Relational • Individual • Group Types of Feedback • Descriptive • Evaluative • Prescriptive Praise Criticism

  3. Feedback and Advice Benefits of giving advice: • Helps organization function more effectively • Enhances employee identification with organization • Enhances employee satisfaction & performance (if positive) • Increases awareness of expectations • Allows management to learn things Giving feedback and advice can result in negative consequences: • Make stress worse • Undermine autonomy • Damage the relationship with the advice giver Praise Criticism

  4. Feedback and Advice Advice for giving good advice and feedback: • Determine if advice/feedback is really needed or wanted • Make sure you have expertise in the area you are advising in • Come across as confident and share your similar experiences • Advice/feedback should be appropriate for the relationship you have with the recipient (e.g., the closer you are the better) • Be respectful of the recipient’s autonomy and competence • Be detailed and accurate • Use whole messages • Recommend concrete, feasible behaviors that are useful • Define appropriate consequences for success and failure

  5. Considerations When Giving Feedback Where: In public or in private When: Timeliness • Close in time to when behavior happened • No surprises or ambushing What: Behavior that can be changed Who: Alone or with others How: Partial vs Whole messages

  6. Whole Messages Direct, concrete messages that convey the truth with both kindness and firmness Whole messages combine: +Observations +Thoughts +Feelings +Needs +Consequences Partial messages leave one or more out Partial message: “Why don’t you act a little nicer?” Whole message: “You say very little (observation). It makes me think that you don’t care (thought). I feel angry (feeling), but what I really want is for you to talk to me (need). If you do, I will spend more time with you (consequence)” Advice for giving whole messages: • Emphasize that you are being honest out of respect • Put value on your relationship with the target • Focus on things someone can change

  7. Guidelines for Receiving Feedback • Listen without interrupting • Keep an open mind and avoid defensiveness • Paraphrase to ensure fidelity before responding • Be gracious and assume the person giving feedback has your best interests in mind

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