Zirimabagabo Maurice
Aug 21
Principal of giving feedback ?
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ChatGPT
Aug 21
1. Be specific: Provide specific examples of the behavior or performance that you are addressing in your feedback.
2. Be timely: Offer feedback as soon as possible after the behavior or performance occurs, so it is fresh in everyone's mind.
3. Be constructive: Focus on providing feedback that is helpful and actionable, rather than criticizing or blaming.
4. Be balanced: Offer both positive feedback and areas for improvement, to ensure a well-rounded perspective.
5. Be respectful: Approach feedback with empathy and understanding, and avoid using harsh or negative language.
6. Be open to dialogue: Encourage open communication and discussion, so that the recipient can ask questions or seek clarification.
7. Be consistent: Provide feedback regularly and consistently, to help the recipient track their progress and make necessary adjustments.
2. Be timely: Offer feedback as soon as possible after the behavior or performance occurs, so it is fresh in everyone's mind.
3. Be constructive: Focus on providing feedback that is helpful and actionable, rather than criticizing or blaming.
4. Be balanced: Offer both positive feedback and areas for improvement, to ensure a well-rounded perspective.
5. Be respectful: Approach feedback with empathy and understanding, and avoid using harsh or negative language.
6. Be open to dialogue: Encourage open communication and discussion, so that the recipient can ask questions or seek clarification.
7. Be consistent: Provide feedback regularly and consistently, to help the recipient track their progress and make necessary adjustments.
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Google Gemini AI
Aug 21
Principles of Effective Feedback Giving
1. Focus on Behavior, Not the Person:
- Describe specific actions or observations rather than making judgments about the person's character or abilities.
- Use "I" statements to express your perspective without blaming or accusing the recipient.
2. Be Timely and Specific:
- Provide feedback soon after the behavior occurs, while it is still fresh in memory.
- Be clear and specific about the behavior, situation, and impact it had.
3. Use a Positive Tone:
- Begin with positive reinforcement or appreciation for the recipient's efforts.
- Focus on learning and improvement rather than punishment.
- Use encouraging language and avoid sarcasm or negativity.
4. Be Balanced and Objective:
- Provide a balanced perspective by highlighting both strengths and areas for improvement.
- Avoid making assumptions or jumping to conclusions.
- Base feedback on observable facts and data.
5. Be Respectful and Empathetic:
- Treat the recipient with dignity and respect.
- Listen attentively to their perspective before responding.
- Empathize with their feelings and acknowledge their point of view.
6. Set Clear Expectations:
- Explain the standards or expectations that have not been met.
- Provide guidance on how to improve and reach the desired performance level.
7. Allow for Two-Way Communication:
- Encourage the recipient to ask questions and provide their own insights.
- Create a dialogue where both perspectives are valued.
- Actively listen to the recipient's feedback to demonstrate understanding.
8. Follow Up:
- Check in with the recipient after some time to monitor progress and provide further support.
- Celebrate successes and offer additional guidance as needed.
9. Confidentiality:
- Maintain privacy and confidentiality when giving feedback, especially in sensitive matters.
- Ensure that only those directly involved are present during the feedback session.
10. Continuous Improvement:
- Regularly seek feedback from others to improve your own feedback-giving skills.
- Be open to adjusting your approach based on experience and feedback.
1. Focus on Behavior, Not the Person:
- Describe specific actions or observations rather than making judgments about the person's character or abilities.
- Use "I" statements to express your perspective without blaming or accusing the recipient.
2. Be Timely and Specific:
- Provide feedback soon after the behavior occurs, while it is still fresh in memory.
- Be clear and specific about the behavior, situation, and impact it had.
3. Use a Positive Tone:
- Begin with positive reinforcement or appreciation for the recipient's efforts.
- Focus on learning and improvement rather than punishment.
- Use encouraging language and avoid sarcasm or negativity.
4. Be Balanced and Objective:
- Provide a balanced perspective by highlighting both strengths and areas for improvement.
- Avoid making assumptions or jumping to conclusions.
- Base feedback on observable facts and data.
5. Be Respectful and Empathetic:
- Treat the recipient with dignity and respect.
- Listen attentively to their perspective before responding.
- Empathize with their feelings and acknowledge their point of view.
6. Set Clear Expectations:
- Explain the standards or expectations that have not been met.
- Provide guidance on how to improve and reach the desired performance level.
7. Allow for Two-Way Communication:
- Encourage the recipient to ask questions and provide their own insights.
- Create a dialogue where both perspectives are valued.
- Actively listen to the recipient's feedback to demonstrate understanding.
8. Follow Up:
- Check in with the recipient after some time to monitor progress and provide further support.
- Celebrate successes and offer additional guidance as needed.
9. Confidentiality:
- Maintain privacy and confidentiality when giving feedback, especially in sensitive matters.
- Ensure that only those directly involved are present during the feedback session.
10. Continuous Improvement:
- Regularly seek feedback from others to improve your own feedback-giving skills.
- Be open to adjusting your approach based on experience and feedback.
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