Here's how you can make your feedback as specific and actionable as possible.

In my experience the way you communicate has a significant impact. First and foremost, aim to be kind, delivering the message with empathy but without sugarcoating it. Describe the specific action, behavior or objective that triggers the feedback. Then move to explain what feelings that behavior might have stirred in the team. Third, explain the impact to the organization and to the person if there is not a change of behavior. Be clear and concise. Finally, invite the person to propose specific actions he will implement to a. mitigate the current issues and b. shift behaviors. Ask what help and resources he will need and agree on a follow-up date to check for progress.

The precision of words in any sort of teaching or coaching is vital for numerous reasons: 1) Clear and exact language ensures that feelings & emotions are transferred well, it aids in the smooth transfer of knowledge. 2) At times, lack of clarity in words & conveying may divert the listener’s mind and it may eventually lead him/her leave the entire process. 3) The precision of words in life coaching ensures a more efficient and productive experience, which leads to deeper conclusions. Important to know - We need to be a calm & intense reader & listener in order to be a precise communicator else circumlocution is the only thing which we shall be compelled to live with.

Precision is vital; Don’t just say, "This isn't right" or "This isn’t good enough." Provide a complete feedback with constructive suggestions. For example, when I correct my students, I always follow up with detailed suggestions on how to improve, such as, “Try using this structure next time to make your point clearer.” Being specific helps the receiver understand exactly what to improve.

"Everybody wants a feedback, but few have the courage to face it!" Feedback is most useful when something in it can be used to bring about a positive change. Having the right intention, understanding the receiver's temperament and choosing the correct occasion are important factors. When the receiver is ready, providing a context, being specific about the areas of improvement/change chosen, providing supporting evidences, and suggestions to get on track are necessary. Tone of providing the inputs is as important as the words. Accusatory or critical terms are dampeners making the receiver defensive or helpless. Listening to the receiver and answering queries, a healthy dialogue, combined with periodic reviews will have the intended impact.

As a coach and as a leader, when providing feedback I do the following: discuss areas of improvement, provide examples of where the improvement is needed, determine a training/coaching for areas of improvement, set deadlines of training/coaching and finally monitor during and after completing action plan.

As the leader of the department, providing examples is critical especially to provide specific items that need to be addressed. In my 9-5, my role requires to review and check files being processed by my team. During the review of files, it is critical to track the areas that my team members require additional guidance. Keeping track of examples is important to demonstrate where and what is needed to be improved on.

When providing examples, consider the following: 1. Stick to the fact and your observation; 2. Address the impact and outcome of the examples; 3. Share some contrast examples.

Examples and analogies are a great way to help create a better understanding of what's being communicated. Coupled with an effective and precise way to put it, it can help create wonders

In my experience most of the time people are nervous about change. When they hear stories of other people who accomplished it causes them to wanna change as well.

Feedback that emphasizes impact ties the person's behavior to meaningful outcomes, making it more motivating. By making feedback specific and actionable, with a focus on impact, you help the recipient understand what they did and why it matters, providing a clear path for improvement. This approach transforms feedback into a tool for personal and professional growth. For example, instead of saying, "Your report was good," you could say, "Your detailed analysis provided valuable insights that helped us make informed decisions quickly, significantly improving our project timeline and efficiency." This type of feedback is clear, specific, and highlights the positive impact, making it actionable for the recipient.

I concentrate on the positive impact they have made through the last session change/tweak: 1. Towards themselves; 2. Towards others; 3. Towards a task. This encourages the client to work with me more Towards positive outcomes.

Toutes les actions ont des conséquences. Par exemple, les paroles / discours peuvent détruire ou construire une relation professionnelle. En effet, les insultes, les humiliations, les rumeurs peuvent avoir des conséquences terribles, pouvant même menés à des états d'épuisement chez "la victime" avec des répercussions sur sa productivité, ses performances. Alors que des encouragements, des questions ouvertes, une communication assertive peuvent renforcer la motivation, l'épanouissement ce qui va influer positivement sur les performances, l'engagement dans le projet...

I completely resonate with the idea of offering solutions alongside feedback. Just as a doctor provides a treatment plan, feedback should be specific and actionable. In my journey with the Hormone Reset Mastery Program, I’ve found that proposing concrete steps transforms feedback into a constructive roadmap. For instance, suggesting specific workshops or exercises for improving communication skills can make a significant impact. This approach not only addresses issues but also empowers individuals to grow and develop. Let’s make feedback a tool for positive change and continuous improvement.

Il est important d'apporter de la profondeur au sujet partagé par l'auteur. L'intérêt est multiple : - favoriser la compréhension - éclairer une facette importante du sujet qui n'a pu être abordé - ouvrir le débat Pour se faire, l'utilisation : - des questions ouvertes - des arguments constructifs - ... est essentielle. Ainsi le sujet abordé se voit être l'objet d'une dynamique constructive ayant des effets plus que positifs tels que : - motivation accrue pour le projet - valorisation des points de vue - forme de reconnaissance de ce qu'apporte l'idée présentée - ... Il en découle alors un réel esprit d'équipe, une émulation certaine, permettant d'atteindre les objectifs dans de meilleures conditions, voire même permettant de les dépasser.

Who doesn't love feeling like they came up with solutions, even if someone nudged them along the way? My mom's advice is great, but I tend to resist it unless I feel like I arrived at the conclusion myself. (Work in progress here!) We’re all works in progress, including the person you're giving feedback to. Making feedback a collaborative process ensures the individual has a stake in what's next. Giving them a seat at the table empowers them. Turning feedback into a dialogue rather than a Hamlet soliloquy helps everyone stay invested and can lead to creative solutions. If we genuinely care about others' growth and want to help them become experts in their lives, they need to have a say and take responsibility for the outcome.

Tú das feedback cuando quieres comunicar una oportunidad de mejora o para reconocer lo bien que se está haciendo algo. Para ambos casos es muy importante generar un diálogo o conversación con la persona a la que se le está dando feedback: qué piensa? cómo lo toma? a qué se compromete? Es necesario que conozcas qué siente la persona respecto a lo que le dices y al mismo tiempo valida que la intención o el mensaje del feedback ha sido comprendido.

In my experience, when partnering with the individuals that required additional support increases their collaboration to better their performance. Working with them and allowing them to be open to what might work for them can increase their critical thinking. My approach, let's talk, tell me what works for you?

A big reason a lot of people hire coaches is accountability. After all--if we were going to change on our own, we probably would have done it by now. However, effective accountability is more than just asking a client how they're doing every week. Without clear action steps that build over time, we might end up supporting clients in staying where they are. Successful coaching sessions usually end with a clear action step or plan the client can focus on between sessions; the next session then begins with specific follow-up on the results or in discussing what roadblocks the client experienced. The goal is that, in time, the client will have developed new habits that they CAN sustain on their own over time--and that's successful coaching!

There are plenty of frameworks to provide feedback. The common element among them is to validate your data; it will be a shame to provide data based on emotions. Why did you decide to provide feedback? Feedback is not only to correct conduct or behaviors; it is a gift to positive outcomes as well. Allow the space for reflection and return to the person to evaluate progress towards the established goals. Simple, but not easy.

Always give feedback in precise form and in motivational manner. You can also give examples. You can also explain how you can do better . How differently you can do and encourage for the next time. While giving feedback first explain their good things and results.

Do You Accept Feedback Yourself? Make it a habit to accept feedback so that everyone knows that feedback is acceptable and a norm. Verbally ask for it and show openness through your body language when it’s given. As a C1 French learner, I make many mistakes. When speaking to French speakers, I usually ask them to correct me. Upon correction, I repeat the sentence correctly as suggested. This not only helps me learn but also shows that I value their input.

I found it helpful to lean into awareness before giving feedback. Do a mini check-in to ensure the conditions for giving feedback are positive. Why am I giving this feedback? Do I have good intent? Is the other person in a good space to receive the feedback? Is this the right time?

When giving feedback, pay attention to the following. 1. Trust. Whether you and the person has the trust is very important. 2. Tone and manner. Remember to give respect. 3. Ask open ended questions instead of "hard sell" your own idea.