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Articles | Understanding Feedback

Understanding Feedback

DEFINITION

Feedback is information from a system or one or more persons about someone's behavior that can be used by that person to evaluate and change their behavior relative to their intentions.

Note well: Feedback is not an effective way of changing someone's behavior. Behavior change is a choice held solely by the person receiving feedback.

THE PRIMARY PRINCIPLES OF INTERPERSONAL FEEDBACK

  1. Feedback always says something about the giver, not necessarily anything about the receiver.
    Be curious about what's going on with the giver before you react.
  2. What is done with feedback is solely in the hands of the receiver.
    Be curious about why you are choosing to react the way you are, then choose a response that might more effectively fit your intentions.

RECEPTION FILTERS (IN THE ORDER THEY ARE GENERALLY APPLIED)

  1. Perception of power and authority of the giver
  2. Perception of emotion of the giver
  3. Perception of intention of the giver
  4. Perception of content of the giver

WHEN YOU REALLY WANT FEEDBACK, contract to get it ahead of when you want it then ask for it when you want it.

SYSTEMIC FEEDBACK

  1. Always present as the system is always responding to whatever one might be doing. That response is feedback from the system.
  2. Systemic feedback goes unnoticed when...
    • The receiver is not aware that they are operating within a system
    • The receiver believes that they are having no impact
    • The receiver is unaware of their making an impact

DIALOGUE IS ALWAYS THE BEST PROCESS FOR...

  1. Understanding feedback that one has received
  2. Knowing what the other is doing with the feedback one has offered

FEEDBACK IS MOST EFFECTIVE WHEN...

  1. Feedback that relates to the intention of the receiver, not the giver.
  2. Feedback that is a part of or leads to dialogue about what was intended and what was meant in contrast to what was heard. So when you offer someone feedback, ask the receiver what they heard and if you are the receiver of feedback, ask what was intended.

Adapted by Michael F. Broom, Ph.D. from
What Did You Say? The Art of Giving and Receiving Feedback
by Edith and Charles Seashore plus some stuff of his own