4 Keys to Offering Personalized Feedback past Being Rude or Critical

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A LIVE SEMINAR FOR LEADERS, TEAM MANAGERS, PROJECT MANAGERS, PRODUCT OWNERS, AND LITERALLY ANYONE BEING PART OF A TEAM...

4 Keys to Offering Personalized Feedback that Touches the Hearts and Minds of People without Being Seen as Rude or Overly Critical

Featuring Florin Lungu, Certified & Licensed Leadership Coach and Trainer

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Save my seat! - I'm ready to learn how to offer and receive feedback like a pro!

Why is Feedback Important?

It’s no secret that feedback is an important component of effective learning. Feedback improves employees' confidence, motivation to learn, and ultimately, a learner’s mindset.

It’s also what your people want:

65% of employees say they want more feedback.
1 in 5 employees is unsatisfied with the frequency of feedback from their direct manager.
And almost 30% of employees wish they had more peer feedback.

HERE’S WHAT YOU WILL LEARN ON THIS COMPLIMENTARY TRAINING SESSION:

Key #1:

Offer Feedback at the Appropriate Time and with the Right Frequency

Did you know there is a particular time when feedback should be offered for relevancy? And a minimum frequency required to achieve sustainable performance?

According to Officevibe’s Pulse Survey software data:

23% of employees are unsatisfied with the frequency of feedback coming from their direct manager.
And 28% of employees report that feedback is not frequent enough to help them understand how to improve.

Key #2

Make Feedback Relevant & Separate the Practice from the Person

Feedback should always relate to the situation the person is dealing with in the moment. Otherwise, it runs the risk of being non-specific, vague, and ineffective. It loses its power to foster learning. 17% of employees feel that the feedback they get is not sufficiently specific.

“Feedback has no effect in a vacuum; to be powerful in its effect, there must be a learning context to which feedback is addressed.” - Eloise Marthouret, The effect of quick feedback on employee motivation and performance.

Many times, people identify with actions and situations. If feedback is not geared toward a specific practice or behavior, it risks becoming about the person rather than the action or situation.

Key #3:

Structure Feedback Well & Make it Two-Way

Before feedback is delivered, an essential prerequisite is making sure that the desired outcome is clear and agreed upon by everyone involved - set expectations and objectives upfront. Receivers use feedback to adjust their behavior by comparing it to a goal.

Feedback should be a two-way street. As essential and impactful as giving feedback is, you should also routinely ask for feedback from people. Not just because doing so can improve your performance, but according to Forbes, employees that feel heard are 4.6 times more likely to perform at their very best. Great leaders ask for feedback before offering it.

Key #4:

Personalize Feedback to Touch the Heart and Mind without Being too Subjective

It is no surprise we are emotional beings. We tend to make decisions emotionally and we justify them logically.

John Maxwell says, "Leaders touch a heart before they ask for a hand." So should you when delivering feedback.

At its core, feedback is communication, and we know that 93% of communication is not about what we say but how we say it and our body language.

The more we can personalize feedback, the more impact it has on the receiver. How does the person want to be communicated to? What underlying fears might come up in the conversation?

This sounds great! Sign me up!

Meet Your Guest Trainer… Florin Lungu

Meet Florin Lungu, CEO of Become Your Best Version, host of the Leadership for the Now Show and Maxwell Leadership Executive Program Team Member. A highly sought-after executive coach and mentor, consultant, and speaker worldwide, Florin is well versed in employee engagement and motivation and in the importance of asking key questions most business leaders won’t ask themselves.

He brings deep experience in leadership development, strategy, high performance team building, global operations, intercultural communication, project management, product development and training to his work.

His passion is for leading people to discover and maximize their strengths as well as those of fellow team members, while offering advanced strategies to achieve high performance.

Have Questions? We have answers. :)

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What Others Say About Their Experience with Our Events

Kristina Angelova

“I have participated in three of Florin’s mastermind groups. Therefore, I can with no doubt recommend both John Maxwell materials and Florin as a coach to anyone on a quest for personal growth and fulfillment. I personally will keep Florin as my go-to person whenever I feel stuck in my leadership journey. Thank you for adding value to my life, Florin!”

Johan Holpers

"I took the mastermind course Everyone Communicates, Few Connect with Florin. He was a really good teacher and he added value to me. He opened my thoughts to grow myself in this area to connect to people in a better way. I can really recommend this course."

Kia Helles

"Florin Lungu gave a course in communication and connection. The fact that it's easy to communicate and that it doesn't necessarily lead to connection was really striking. It made a deep insight that I have been waiting for. He kept the course interesting and held the group dynamics very well, thank you for a great mastermind group and coaching."