Lesson notes, exercises, downloads, and recommended reading are below the video. On mobile, the video will rescale when you play it.

The Principles of Performance Feedback: Feedback Principles that set the BAR high

Performance feedback should be excellent. So, I want to share with you three feedback principles that set the BAR high
1. Behaviors
2. Awareness
3. Responsibility

Watching this video is worth 2 Management Courses CPD Points*.
πŸ”Ž See below for details

This video is part of course module number 3.8.1
Program 3: Managing & Leading Individuals
Course 8: Feedback
Section 1: Introduction to Feedback

Other videos in this section include:
🎬 What is Feedback? And Why Does it Matter? https://youtu.be/qbk35u6kBSg
🎬 Types of Performance Feedback: 8 Varieties https://youtu.be/o5Po2Eqz4sU

1. Behaviours not labels
What the individual does and can therefore choose to alter rather than what he/she is.
β€’ Outcomes
β€’ Performance
β€’ Capabilities
β€’ Motivations, Attitudes, and Beliefs
β€’ Sense of Identity

Can only observe behavior and outcomes
Give facts before opinions, and use observations, not inferences.
Cannot know what is unseen, below the waterline

2. Excellent feedback creates high-quality Awareness
β€’ A generalization is not helpful, it does not easily stimulate behavioral changes.
β€’ Check to ensure understanding.
β€’ Don’t overdo it – let the Receiver ask for more feedback if he or she needs it.

3. Need to incite Responsibility to take action
Give Feedback with the intent to help someone learn and develop themselves. As a result, feedback should be part of a process, rather than a single event
β€’ Focus on the future, rather than on the past
β€’ β€œPraise grows us like sunlight grows a flower” – It is far easier to develop a strength than it is to overcome a weakness
β€’ Describe things which the Receive(s) can do something about. Don’t antagonize.
β€’ To be effective in making change, we must take responsibility for acting on the feedback we receive

Think back to times you have received helpful and unhelpful feedback.
1. Can you find examples of how helpful feedback followed these principles and set a high BAR for you? (2 MC CPD Points)
2. Can you find examples of how unhelpful feedback breached one or more of these principles? (2 MC CPD Points)

Free Resources
🧰 CPD Tools – https://gum.co/MC-CPD

Paid resources
🧳 Management Courses Onboarding Kit – https://gum.co/MC-ObK ($3)

πŸ“– Feedback (and Other Dirty Words): Why We Fear It, How to Fix It https://geni.us/Pg4gk
πŸ“– Thanks for the Feedback: The Science and Art of Receiving Feedback Well https://geni.us/OtdDnSy
πŸ“– HBR Guide to Delivering Effective Feedback https://geni.us/h0cN
πŸ“– Feedback Pocketbook https://geni.us/D8Ar
πŸ“– Feedback Toolkit: 16 Tools for Better Communication in the Workplace https://geni.us/x8TGT4

⭕️ Links to our book recommendations are affiliated through Amazon

Managers Need a Basic set of kit to do your job well. Here are my top recommendations: https://kit.co/MikeClayton/manager-s-work-kit (the links are affiliated)

You can record your Management Courses CPD points on our free, downloadable CPD record log.
πŸ““ Download it at: https://gum.co/MC-CPD
Each video has two levels of MC CPD points. For this video:
– If you simply watched the video, record 2 MC CPD points
– If you also carried out all of the recommended exercises, score a total of 6 MC CPD points

#ManagementCourses #Feedback #FeedbackPrinciples


Masters of Feedback: Ken Blanchard & Spencer Johnson – One Minute Feedback
Masters of Feedback: Rick Maurer – Feedback Toolkit
How to Do a Performance Turnaround – 6-step process [Feedback Challenges]
Feedback Challenges: Bias in Feedback
Feedback Failure: What if Your Feedback Doesn’t go to Plan?
What is Diamond Feeback?
What is 360-Degree Feedback? And a 4-step Process.
Receiving Feedback: Acting on Feedback – 8 Steps
How to Receive Feedback
Receiving Feedback: How to Ask for Feedback
My Top Tips for Giving Great Performance Feedback: Give your Feedback a BOOST
What is the Starfish Model for Giving Feedback?
Masters of Feedback: Kim Cameron – Positive Feedback
Why You Should Never Use the Feedback Sandwich – swap to the Feedback Burger
How to Give Formal Performance Feedback: 8-step Feedback Process
How to Plan Your Feedback: 10 Question Process
When and Where to Give Feedback
Types of Performance Feedback: 8 Varieties
What is Feedback? And Why Does it Matter?

Mike Clayton

About Mike Clayton 

Dr Mike Clayton is a (former) Project Manager and now a management educator. Having trained thousands of people at live workshops, seminars, and conferences, he now delivers training mainly via video. He has 14 books with international publishers and runs two successful YouTube channels. He is also the founder of OnlinePMCourses.com

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