Running head: THE ART OF FEEDBACK 1

The Art of Feedback

Dickie Oberhausen
Mid-Continent University
Organizational Communication
BG 17
Professor Steven Morse
March 27, 2014
THE ART OF FEEDBACK 2

The Art of Feedback
One of the most valuable contributions anyone can make to another persons learning is
constructive comments. To offer another person feedback about their work indicates both that
you care enough about them to spend your time considering their situation and that their work is
worthy of your attention. As a manager this is one aspect of your job that will add value not only
to your employee, but to your company as well. In some businesses feedback is offered from
peer-to-peer. The two types of feedback that will be discussed are: giving and receiving
feedback both positive and constructive.
Giving feedback
Giving feedback means offering someone information about his or her behavior that we
either like or do not like. It takes awareness and skill to give critical feedback effectively. It's an
art to tell someone that we do not like what they did and what we would like them to do
differently in the future while keeping, or creating, a friendly connection with them.
To be an effective manager, you need to be skilled at giving out both praise and criticism.
While praise is easy to give, it is far more challenging and unpleasant to criticize your
employees. Yet the practice of management requires you to occasionally show employees where
they need to improve.
Giving positive feedback is relatively the easiest form of feedback to give someone.
People want to know that they are doing a good job or their job performance is really
appreciated. Adler, Elmhorst & Lucas, (2013) stated, Some kinds of feedback are a pleasure
while other forms are necessary but tough to deliver. Feedback when given at the proper time
can help boost confidence for a fellow co-worker, a subordinate, and even your child.
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Nigel, (2012) stated, When team members give success and guidance feedback to each
other effectively, they are better able to communicate openly as a team, and to identify and
discuss problems freely. During my career at Logan Aluminum we have utilized the team
concept process. This process involves peer-to-peer reviews on a continuous basis. The team is
responsible for all evaluations and performance raises.
Everyone has the capacity for giving useful feedback and some people use it to more
effect than others. Boud, (1991) stated, The skills of giving and receiving feedback can be
developed if attention is given to some of the attributes of worthwhile feedback and how it can
be given in ways which enhance its contribution to learning. Feedback works on the principle
that people who are well-informed about their performance are better positioned to make
decisions and choices about how they behave in the workplace.
Giving feedback is the only way to ensure behavior will change, and it can help focus
others on the most important issues. Many people are motivated or inspired by well-delivered
feedback, and will perform at a higher level because of it.
Steps for offering feedback
There are many characteristics of worthwhile feedback but the most important is the way
in which it is given. According to Boud, (1991), if you wish to give helpful feedback, you
should:
Be realistic by directing your comments towards matters on which the person can act.
Be specific by basing your comments on concrete observable behavior or materials.
Be sensitive of the goals of the person.
Be timely because it is no use offering feedback after the person receiving it has put the
work aside and moved on to other things.
Be descriptive by describing your views.
Be consciously non-judgmental by offering your personal views.
Do not compare by treating each persons work as their own, not part of some supposed
competition with others.
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Be diligent because there is nothing more annoying than to receive criticism from
someone who clearly hasnt bothered to pay attention to what you have done.
Be direct by saying what you mean.
Be positive by saying what you appreciate.
Be aware by knowing your own emotional state before you give feedback.

A lot of people think that if they are not getting feedback, everything is just fine,
particularly when the boss is involved, (Bhasin, 1997). Most managers regard giving feedback
as very difficult; that is why even planned feedback in the form of the annual performance
appraisal process often just does not happen or turns out to be a very unsettling session in which
saved up feedback is presented all at once. Often, the subordinate gets defensive and angry.
These type situations are enough to make everyone involved want to avoid another.
Steps for receiving feedback
There is no point in asking others to give you feedback unless you are prepared to be
open to it and to consider comments which differ from your own perceptions. According to
Boud, (2012) as a receiver you should:
Be explicit, in other words make it clear what kind of feedback you are seeking.
Be attentive by concentrating fully on what is being said. Focus on what the person
wants you to know, not on what you would like to hear.
Be aware, notice your own reactions, both intellectual and emotional. Particularly notice
any reactions of rejection or censorship on your part.
Be silent by refraining from making a response.

When receiving negative feedback, it is natural to want to defend yourself immediately.
However, no matter how negative the comment was, you have a choice in your reaction.
Reacting defensively tells more about you as a person than about the comment itself. Remaining
calm and composed helps you deal with the feedback better. If you feel riled up, give yourself
some time to cool down first before engaging further.
Ultimately, I see negative feedback as positive, because it shows there are people who
want you to become better. Negative feedback also tells us our opportunities for growth. No
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matter where we are in life, all of us will have blind spots we do not know about. These blind
spots prevent us from reaching the next stage of growth. While negative feedback may not be
pleasant to receive, it gives us a different perspective to consider. Zofi, Meltzer & Sasanian,
(2008) stated, Since a large part of our self-image is based on how others view us, hearing
negative feedback from someone (especially someone in a position with power) can be
devastating. By learning from more different perspectives, we can grow much faster.
If I look back, the times I learned and grew the most were when I received negative
feedback, not when I received positive feedback. How would things be if everyone around you
simply praised and complimented you all the time? It would be nice at the beginning, but after a
while you become oblivious on how you can improve. This does not mean positive feedback
does not play a role it helps to encourage and inspire us. Negative feedback has its own role to
play too. It is when I receive criticism about my work that I become more aware of things I was
blind to before and how I can better improve next time. Especially when the negative feedback
triggers some sort of emotional response, I know that means it has struck some chord inside me,
and I would look inside to understand whats making me feel that way. Often times, that helps to
trigger a new breakthrough in my personal growth. Christian, (2001) stated, The greater the
wounds, the tougher it is to tolerate critical feedback; the greater the self-esteem, the higher the
willingness to listen to and consider it.
Helping others give you feedback
Feedback from another person is important information about how your actions are
affecting others. Even if you disagree with the feedback, its important to hear it clearly and
understand it. Feedback tells you how another person sees your actions and gives you the choice
of trying to change behavior. People act on their perceptions of your actions and you may be
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coming across in unintended ways and not know it. There is probably nothing worse than being
ineffective in ways that are clear to others but not clear or apparent to you. Sometimes feedback
is given spontaneously by someone who is angry and upset about a specific issue. If you find
yourself being harangued, ask to stop the discussion and request a later meeting when you both
are calm, (Zofi, Meltzer & Sasanian, 2008).
Feedback gives you information about your impact on others. Such knowledge is
invaluable for individual performance in organizations. People who are interested in enhancing
their performance should do everything possible to make it easier for others to give them
feedback. Receiving the feedback is sometimes difficult; it is especially difficult if you are
trying to get feedback from a subordinate.
Develop a plan of action
Once you are aware of a problem, it is time to reflect on the information and develop a
plan of action. According to Zofi, Meltzer & Sasanian, (2008) the receiver should:
Process the feedback immediately after the feedback session, write down the major points
that you think might be valid and that you want to incorporate into your behavior and
actions. However, give yourself a few days to further process the information. Do not
take any immediate action to change your perceived behavior. Instead, watch what you
do normally and how others react to it. After a few days, go back and look at your notes.
Discuss your feedback with friends. While it may be easy to have your friends invalidate
negative feedback, ask them not to react to the feedback. Talk about your feedback with
someone whose opinion you respect, but only after you have emotionally detached
yourself from it.
Treat yourself. Since receiving negative feedback can be tough, plan in advance to do
something nice for yourself to boost your self-esteem and ease the pain. Plan a dinner
with friends or engage in a favorite hobby or activity. Do not let negative feedback hurt
your confidence. Remember that the feedback you received was from the personal view
of just one person.

I feel that once you have taken the time to consider all the above information and process it, you
should schedule a time to set back down with the individuals to see if you are doing better in the
areas that were emphasized. Personally speaking there have been several times where I was
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unaware of certain behaviors that I was creating within the team; but because of the feedback
that was giving to me, I was able to change my approach to the issues.
Conclusion
As human beings we should all want to grow not only in knowledge but in respect as
well. Giving and receiving feedback is something that many people struggle with and sometimes
is overlooked as a tool for nurturing. There is much that goes on every day that is positive. We
all should make it a point to give one or two people some positive feedback each day without any
negative feedback attached to it. Thats not to say we should ignore the negative; rather, it is to
point out that a great number of positive things do not often get any verbal notice.
Proverbs 15:31-33(New International Version) says, He who listens to a life-giving
rebuke will be at home among the wise. He who ignores discipline despises himself, but
whoever heeds correction gains understanding. The fear of the LORD teaches man wisdom, and
humility comes before honor.
We should seek and follow Gods advice in all that we do great and small. Not following
Gods advice will only bring sorrow. We should also seek advice from others including godly
parents, spouses, friends, loved ones, and fellow believers. We should not be quick to reject any
advice, but we should remember to make sure the advice we receive does not go against Gods
word. In love, we should give advice, even when that advice is tough. We should not be too
quick to give advice without understanding a situation fully though. And sometimes, we do not
need to give advice instead; we should just show love and pray. Likewise, we should always
be willing to listen to and follow good advice, even when that advice is tough. Wise people
appreciate and follow good, godly advice. Seeking and following good advice will make us
wise.
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References
Adler, R., Elmhorst, J., & Lucas, K. (2013). Communicating at work. (11 ed.). New York, NY:
McGraw-Hill.
Nigel, R. (2012). 9 rules for effective team feedback. Retrieved from
http://bstsolutions.com/en/resources/blog/2012/09/26/9-rules-for-effective
Boud, D. (1991). Implementing student self-assessment. (2nd ed., Vol. 5). Sydney Australia:
HERDSA Green Guide.
Bhasin, R. (1997). Feedback: A key to relationships. Pulp and Paper, 71(7), 49. Retrieved from
http://search.proquest.com/docview/209803211?accountid=26219
Christian, D.L. (2001). From conflict to connection: The fine art of giving and receiving
feedback. Communities, 113, pp. 53-57. Retrieved from
http://search.proquest.com.proxy.kyvl.org/docview/222876276?accountid=11936
Zofi, Y. S., Meltzer, S., & Sasanian, J. (2008). Turning negative feedback into positive
results. Long-Term Living, 57(4), 49-50. Retrieved from
http://search.proquest.com.proxy.kyvl.org/docview/218515866?accountid=11936