I wish I got more feedback

During a training with Stuart Lotherington two years ago I had the chance to learn how to structure my feedback.

I keep using that model almost every week. In the same two years I have received feedback once or twice.

It is a missed opportunity for growth, and I think the main reason is that people simply do not know how to do it.

So here is a short version of how to, and apologies Stuart if this is slightly different from what you taught me.

Give useful feedback in five steps

1. 1Set the scene and ask for permission. The person will then listen carefully, and it gives them the chance to say this might not be a good time.
2. 2State the facts. It matters to give a recent example.
3. 3Share how you felt. By definition that cannot be challenged.
4. 4Silence. This is the awkward part, and the crucial one.
5. 5Next steps. Be clear on what you want to happen from now on.

This works for positive feedback too, and is even more powerful there.

I look forward to receiving your feedback on this one.