It’s with excitement and a little apprehension that I write my 1^st blog :o)

As most of you will be aware, I’m in my 3^rd year of working independently (18 years working in learning & development), which continues to be amazing, rewarding, enlightening and at times challenging!

I’ve been considering `blogging’ for a while, to share my experiences and learnings. After much deliberation I’ve chosen to write my 1^st blog about the value of feedback, which I’m a huge fan of, whether it be giving it to others or receiving it.

Firstly though, I thought it would be helpful to tell you a little about me and my business (some feedback I was given when writing this blog!).

My business, KC Learning & Development, prides itself on being a customer focused and friendly provider of personal and team development solutions, including workshops, team build & strategy days and one to one coaching. Our aim is to develop people’s skills, enhance their behaviors and improve self-confidence, to achieve better results. I’m a strong believer that `people buy people’ and that building and sustaining relationships is so important.

My other important job that I love is being Mum to my twin girls, who are in Primary School. It’s amazing how many of my skills in work and home life cross-over, and how they continue to develop with new challenges and experiences.

Early on in my learning & development career examples of  `developmental’ feedback I received included “stop clinging to the front of your flipchart stand”, “stop apologising before asking your questions” and “be aware that you move up and down on your heels when presenting”!! Thankfully I stopped these distracting behaviours (which I had not been aware that I did) quickly after receiving the feedback.

I’ve received a lot of feedback since, (some of which has been offered to me, most of which I’ve asked for), and this has continued to improve my self-awareness and understanding of the impact my behaviours have on others, together with ideas on how I can further improve the value I provide.

Feedback can be hugely motivational. One of my clients recently gave me some wonderful feedback on my style and manner, which was heartfelt and demonstrated the impact I’d had on his development journey so far.

So what makes feedback particularly helpful? Well for me it’s lovely to hear positive comments on what I do and the positive impact I have on others, but it’s also valuable to gain views, hints and tips on how I can be even more effective. Asking for feedback demonstrates to my clients and colleagues that I have a genuine interest in their views, and adds credibility in my quest to continue to develop, and improve the service I provide.

During a recent Influencing programme, I talked about the value of giving feedback to help build and develop relationships and trust with others (reference the `Johari Window’ model, and `reducing our blind spot’, the `window’ which contains information that others know about us, but we don’t know about ourselves).

source www.mindtools.com

In one exercise, participants were encouraged to give feedback to another participant on the 1^st impressions they had created on them when arriving at the course. I encouraged them to give feedback on what they would have liked their colleague to have said/done differently to create an even greater 1^st impression on them. This invaluable feedback gave great insight and ideas, and included “I’d like Sam to briefly explain her role to me when she’s introducing herself so I’m clearer about what she does” and “I’d have liked Ben to have asked me more about myself as that would have made me feel he was interested in what I did as well”.

For me, gaining confidence in giving feedback to others has evolved with practice, and through seeing the value it provides. I gave a client feedback recently on how they’d applied a new technique in an influencing conversation. The initial content of what was said, and `how’ it was said, was great, but then the same words were repeated, 3 times, thus diluting the impact of what was said. My client repeated the exercise, and made a conscious effort to incorporate the feedback they’d received, and they did brilliantly!

Feedback can be a great way to provide positive reinforcement; by providing someone with examples of positive behaviours that you’ve observed (seen/heard) that’s had a positive impact on you (and why). This is a great way to influence the repeat of these behaviours.

A useful tool I use to structure feedback is `what’ and `why’; describe what behaviours you have seen/heard and explain why this has had a positive (or negative) impact on you.

Here are some more hints and tips on giving and receiving feedback:

Giving feedback, Be….

• Clear; explain you have some feedback that you hope will be of value
• Specific; if you describe someone as `positive’, try and break down specifically what they said/did to create a good impression
• Honest; if you have valuable feedback to give someone to raise their self-awareness, then remember you are helping by providing the feedback
• Timely, check that it’s the right time (and place) for them to receive it

Receiving feedback, Be….

• Clear and specific about what you’d like feedback on; for example, what impact did I create with you and why? Did I present the information clearly, would you have liked anything else included? How would you rate the service I provided and why?
• Prepared; for learning something new about yourself
• Inviting; ask clients and colleagues to give you honest and specific for feedback, and listen to their views, ask for examples to clarify if needed
• Appreciative; say thank you and encourage feedback to be given again
• Creative on opportunities to seek feedback; coaching, project work and being involved in a committee or practice group

I hope you’ve enjoyed my blog. It would be lovely to receive your feedback! If there is a topic for a future blog you’d like me to write about, please let me know, thank you!

Thank you for reading :o)

Karen

To read more about the Johari Window model, refer to www.mindtools.com/CommSkll/JohariWindow.htm