Mastering Constructive Feedback.

Mastering Constructive
Feedback
EMPOWERING NEW LEADERS TO GIVE, SEEK, AND
RECEIVE FEEDBACK
WHY FEEDBACK MATTERS
Quote: “Feedback is the breakfast of champions” - Ken Blanchard
Feedback helps individuals understand their impact, improves work quality, and fosters
growth
Did you know?
Employees who receive regular feedback are 3.6 times more likely to be engaged at work compared to those who
do not receive feedback regularly (Gallup, 2018).
72% of employees said their performance would improve if their managers provided corrective feedback
(Zenger/Folkman, 2014).
Companies with regular feedback practices experience 14.9% lower turnover rates than those without regular
feedback (Officevibe, 2017).
THE NEUROSCIENCE BEHIND FEEDBACK
Our brains view criticism as a threat to our survival, triggering defensive reactions.
Because our brains are protective of

us, neuroscientists say they go out
Perceived Protective
Threat Mechanisms of their way to make sure we always
feel like we’re in the right - even
Defensive
when we’re not. And when we
Reactions
receive criticism, our brain tries to
protect us from the threat it
perceives to our place in the social
order of things.
EFFECTIVE FEEDBACK DELIVERY
When How
Why
Be respectful, clear,
Clarify the purpose Provide timely feedback:
concise, private, and
behind feedback. daily, solicited,
actionable.
check-ins.
Respectfully
Behavior to change Day-to-day
Clear and concise
Behavior to continue When solicited
Not personal
Skills to develop Monthly check-ins
Privately
Throughout a project/task
Actionable
Feedback sandwich
KEY ELEMENTS OF CONSTRUCTIVE FEEDBACK
Reflect on the purpose
Ensure the feedback has a clear, constructive goal.

Focus on helping the individual improve.
Focus on Specific Behaviors, Not the Person
Address specific actions or behaviors.

Avoid making personal judgments .
Avoid Generalizations; Be Descriptive
Use specific examples to illustrate your points.

Avoid vague statements that can be misinterpreted.
Lead with Questions to Encourage Dialogue
Ask questions to understand the individual's perspective.

Foster a two-way conversation to explore solutions together.
Introduce the Rosenberg Method (NVC)
Observations: Describe what you observed without judgment.

Feelings: Express how the observation made you feel.
Needs: State the need related to the observation and feeling.
Requests: Make a specific, actionable request
HOW TO SEEK FEEDBACK EFFECTIVELY
Inform the
Create a Use the 'More
Person You’re
Welcoming of and Less Express
Seeking
Environment of' Technique Gratitude
Feedback Be Specific
Ensure the setting is Let them know you Ask for feedback on More of: Ask what you Thank the feedback
comfortable and value their input. particular areas or should continue or do provider for their
private. behaviors. more of time and insights.
Explain why you are
Make the feedback seeking feedback. Specific questions Less of: Ask what you Show appreciation
provider feel safe to yield more should reduce or do for their honesty and
share honest opinions. actionable insights. less of willingness to help
you improve.
This approach
encourages balanced
feedback and
provides clear,
actionable points.
RECEIVING FEEDBACK EFFECTIVELY
Active Listening Thank the Feedback Probe to Understand

Provider
Listen without Show appreciation Repeat a summary of

interrupting. for the feedback. the feedback for clarity.
Pay attention to Acknowledge their Ask for specific
body language. effort and honesty. examples.
Internally Avoid defensive Seek suggestions for
summarise the reactions. improvement.
feedback to ensure
understanding.
FEEDBACK TRANSFORMATION EXERCISE
Original: Constructive Feedback:
"We were totally confused by what you "In the meeting, some points were unclear to
said in that meeting." us. Could you provide more details or examples
next time?"
"Those numbers are terrible; it needs "The current numbers fall short of our target.
to get much better." Let’s discuss some strategies to improve them."
"I’ve noticed that during meetings you seem

"You look like you don’t even care!"
disengaged. Is there something on your mind?
How can we ensure you feel more involved?"
"In our morning stand-ups, I’ve observed some

"I don’t like your attitude in the morning negative tone in your comments. Let’s work on
stand-ups." maintaining a positive and constructive
atmosphere.
Thank you!

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Mastering Constructive

Quote: “Feedback is the breakfast of champions” - Ken Blanchard

Did you know?

Because our brains are protective of

Reflect on the purpose

Ensure the feedback has a clear, constructive goal.

Focus on Specific Behaviors, Not the Person

Address specific actions or behaviors.

Avoid Generalizations; Be Descriptive

Use specific examples to illustrate your points.

Lead with Questions to Encourage Dialogue

Ask questions to understand the individual's perspective.

Introduce the Rosenberg Method (NVC)

Observations: Describe what you observed without judgment.

Active Listening Thank the Feedback Probe to Understand

Listen without Show appreciation Repeat a summary of

"I’ve noticed that during meetings you seem

"In our morning stand-ups, I’ve observed some

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