Welcome to Scribd. Sign in or start your free trial to enjoy unlimited e-books, audiobooks & documents.Find out more
Download
Standard view
Full view
of .
Look up keyword
Like this
1Activity
0 of .
Results for:
No results containing your search query
P. 1
Giving Negative Feedback

Giving Negative Feedback

Ratings: (0)|Views: 86|Likes:
Published by Dr John Kenworthy
Giving someone negative feedback is rarely easy. How do you do it and make the changes you want?
Giving someone negative feedback is rarely easy. How do you do it and make the changes you want?

More info:

Published by: Dr John Kenworthy on Oct 30, 2010
Copyright:Attribution Non-commercial

Availability:

Read on Scribd mobile: iPhone, iPad and Android.
download as PDF, TXT or read online from Scribd
See more
See less

05/12/2014

pdf

text

original

GAINMORE™ Advantage Coaching Template
Copyright Dr. John Kenworthy © 2010 all rights reserved
This template may be us ed by certified and regis tered GAI NMORE™ Advantage Coach es only or by Coaches in training
under s upervision.
Us e by any other pers on is a violation of our I ntellectual Prop erty
Giving Negative Feedback
Negative feedback is always difficult to give, it is even harder to
receive. Follow these top ten tips and it will be received in a suitable
way, and remember to do this in private:
1.Acknowledge the person
Adopt the attitude that this individual is doing the best that they
can with the resources that they have available to them.
2.Declare your commit ment to them
Clearly state that you want the best for them, that they are
important and that you personally support them.
3.Set the right environment
Negative feedback should always be in private and when both
parties (you and they) are not in a highly emotional state.
4.Appeal to shared goals
Clarify the shared goals (in respect of the feedback you are giving
them) and ensure that they both understand and agree that these
are valid and shared goals.
5.Present the facts, don’t generalise
Words like “never”, “always”, “less than”, “more than” are not to be
used.
6.Focus on behaviour, not personality
Be specific about what the person did, or did not do, exactly the
words used. Avoid any pre-judgment or inflammatory words.
7.Present the impact how it made me feel
Be specific about the impact on the business, other people or
yourself. Share your personal feelings about the impact.
8.Highlight inconsistency with goals
Be clear that the behaviour is not aligned with achieving the shared
goals.
9.Present the consequences
Specifically tell them about the consequences of their behaviour.
What did happen as a result and what will happen should they
continue.
10. Describe the behaviour you want
Specifically tell them the behaviour they should have instead.

You're Reading a Free Preview

Download
scribd
/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->