Feedback that works
Feedback that feels good
When team members fail to implement recommendations or dismiss them outright, they are frequently labeled as lacking teamwork or adaptability. However, not all critiques are equally impactful. With the proper application of feedback techniques, the likelihood of acceptance and application can increase dramatically. Psychological studies emphasize the need to attend to the recipient's self-esteem and feelings of self-determination. Specialists have developed remarkably successful techniques for presenting feedback that are being widely used in high-stakes professions like medicine and the military, where accuracy and clarity in communication are paramount.
Most of the people face situations when they have to perform appraisals without proper training or clear notions on how their recommendations could be recognized and followed. Likewise, being subjected to criticism may stir up much emotional impact, which could also be a barrier to personal and professional development. Structured training programs give individuals the techniques to handle sensitive interactions as they create a platform where open discussions and respect thrive.
Besides, constructive performance conversations should not only point out weaknesses but also strengths to balance and hence motivate employees. By fostering a culture of continuous learning and respect, the entities can quickly turn regular appraisals into new avenues of growth and innovation. In the process, learning the art of giving and receiving input will help individuals, teams, and hence overall success in all levels of the organization.
The Pendleton Method
The Pendleton Method forms a strong basis for constructive critique, especially with regard to the engagement of the recipient of such critique. Owing to the power it offers in stimulating effective dialogue and good interpersonal relations, it has achieved great application in educational, medical, and professional circles. Its strength lies in its ability to maintain the recipient's self-esteem while enhancing performance. The Pendleton Method allows both strengths and points of improvement to appear while guaranteeing participation and personal reflection by the receiver of the critique.
It typically includes five key steps: First, the receiver is invited to make an observation about themselves, specifically about what went well regarding their performance. This assists in encouraging self-awareness and creates a positive atmosphere. The observer then acknowledges the receiver's observation and further underlines the positive aspects of the receiver's work, reinforcing what was done effectively.
Thirdly, the recipient is invited to reflect on what he or she thinks could have been done differently. This helps him or her take responsibility for his or her development and allows him or her to pinpoint a specific area he or she needs to improve on. Other constructive suggestions by the observer follow through, actionable and supportive, extending further guidance on how to handle the identified areas for improvement. The feedback at this stage should be delivered specifically, achievable, and towards progress.
Finally, the parties discuss together. This discussion relates to strategies for continued growth and crystallizes the learning acquired during the feedback session. They agree on action plans together, establishing clear expectations of future performance.
The Pendleton Method has a number of very valuable benefits: it empowers recipients by giving a sense of ownership of their progress, enhances learning through reflection and dialogue, and strengthens trust and rapport between participants. This approach has been shown to markedly enhance self-efficacy and confidence in many collaborative environments. Please call us to discuss bespoke training packages aimed at enabling you to learn and practice this potent feedback approach.
It typically includes five key steps: First, the receiver is invited to make an observation about themselves, specifically about what went well regarding their performance. This assists in encouraging self-awareness and creates a positive atmosphere. The observer then acknowledges the receiver's observation and further underlines the positive aspects of the receiver's work, reinforcing what was done effectively.
Thirdly, the recipient is invited to reflect on what he or she thinks could have been done differently. This helps him or her take responsibility for his or her development and allows him or her to pinpoint a specific area he or she needs to improve on. Other constructive suggestions by the observer follow through, actionable and supportive, extending further guidance on how to handle the identified areas for improvement. The feedback at this stage should be delivered specifically, achievable, and towards progress.
Finally, the parties discuss together. This discussion relates to strategies for continued growth and crystallizes the learning acquired during the feedback session. They agree on action plans together, establishing clear expectations of future performance.
The Pendleton Method has a number of very valuable benefits: it empowers recipients by giving a sense of ownership of their progress, enhances learning through reflection and dialogue, and strengthens trust and rapport between participants. This approach has been shown to markedly enhance self-efficacy and confidence in many collaborative environments. Please call us to discuss bespoke training packages aimed at enabling you to learn and practice this potent feedback approach.
