The Art of Feedback
When we react consciously to the other’s person words or action, we offer them a feedback : we feed them back. Through words or actions. Expressing how we perceived the other person’s actions, words, successes and failures.
Feedback is centered on the other person, as we reflect their action. Feedback is also centered on oneself, insofar as our reaction is linked to our personal perception.
Feedback is therefore both an opportunity to talk about ourselves, our expectations, our satisfaction, our difficulties, AND an opportunity for the other person to grow through positive anchoring and/or reframing.
Here are some ways to give and receive feedback.
Do you congratulate your collaborators and colleagues?
Do you also, like many others, believe that when a job is well done, then it’s so normal that there’s no point in pointing it out?
Do you remember to give positive feedback to your colleagues and your superiors?
Given that positive feedback is a source of well-being, motivation and performance, you are really missing out on a great lever.
Is your employee or colleague not on target with a goal that you have agreed on?
Are their attitudes and actions not in line with the expectations?
Don’t delay refocusing with them.This is a great opportunity for you to show courage, caring and agility.
It is not “normal” to be constantly stressed at work.
The observation of permanent stress requires work on yourself, of course, but also, when possible, intervention from your superiors.
In this video, we will see how to listen to stress signals, how to break out of silence and intelligently express your difficulties.
30% of employees qualify their line manager as “bad”. Rare are those who calmly propose concrete changes to their boss in the way they work together. Rare are those who know how to give feedback to their boss. In this video I will help you one, dare to talk to your boss, two, have the right posture, and three structure your speech.
Your boss has told you that you lack leadership, your colleague criticizes your lack of listening, your client deplores your lack of agility, …
It is uncomfortable to receive negative feedback, especially if it is addressed awkwardly or brutally.
How can we turn these “critics” into constructive feedback? Here are the 5 steps to receive feedback and then the KSS method to take in feedback.
Five signs of recognition can generate extra motivation: words of affirmation, receiving gifts, quality time, acts of service and the non-verbal. It’s in this environment of attention that your interlocutor will be motivated to give their best. Here are the 5 attitudes adapted to the company with many examples facilitating their application.
Managing employees and customers intelligently means anticipating the difficulties and resistance that will inevitably punctuate your meetings. Because some people are difficult, because some subjects are delicate. We will deepen the management of objections and the use of counter-questions to facilitate your meetings in difficult contexts.