{"id":724,"date":"2023-01-24T16:58:13","date_gmt":"2023-01-24T15:58:13","guid":{"rendered":"https:\/\/www.ilteamgiusto.it\/?p=724"},"modified":"2023-01-24T16:59:57","modified_gmt":"2023-01-24T15:59:57","slug":"no-offense-you-suck-ok-but-does-your-team-know-how-to-give-feedback","status":"publish","type":"post","link":"https:\/\/www.ilteamgiusto.it\/en\/no-offense-you-suck-ok-but-does-your-team-know-how-to-give-feedback\/","title":{"rendered":"“No Offense, You Suck”, Ok But… Does Your Team Know How to give feedback?"},"content":{"rendered":"

The somewhat provocative quote from Ludovica Scarpa gives us the opportunity to tackle one of the most powerful and necessary tools for team self-regulation: your majesty the Feedback<\/strong>.<\/p>\n

Feedback is such a ubiquitous topic<\/strong> in the science of teamwork that it is mentioned no less than sixty-four times in #ilteamgiusto, the book in which, with Stefano Susani, we have enclosed a selection of useful and interesting topics<\/strong> for the construction and functioning of working groups.<\/p>\n

Let’s put things in order, to begin with what is feedback?<\/strong> \ud83d\udd0e Organizational sciences and coaching understand feedback as a form of empathetic criticism<\/strong> with which we express a judgment<\/strong> on one aspect of each other’s behavior. Thanks to the feedback we can carry out as a team the adjustment<\/strong> and learning cycles<\/strong> necessary to progress towards the agreed objectives.<\/p>\n

Let’s talk today about how to give feedback<\/strong> and start from the fundamental assumptions: \ud83d\udccc concreteness and empathy. Fundamental for the change we intend to generate and the interest in the person receiving the feedback to be clear. Giving feedback is a VERY personal task<\/strong>, let’s spare ourselves the “Nothing personal”. Everything is personal and protecting the relationship between team members must be put first.<\/p>\n

 <\/p>\n

\u2705 Fact checking<\/strong>: we check the objective and measurable aspects well, as well as the condition in which our interlocutor is.<\/p>\n

\u2705 Let’s outline the theme<\/strong>, distinguishing between behaviors and the person.<\/p>\n

\u2705 Let’s listen<\/strong>! The mind like a blank sheet, we listen to the other’s point of view without making assumptions.<\/p>\n

\u2705 We clearly describe the behaviors we want to achieve<\/strong>.<\/p>\n

\u2705 We make the feedback personal by speaking in the first person<\/strong> (“I believe”, “I noticed”, “I feel”, “I prefer” not “We believe”, “It is noticeable” etc)<\/p>\n

\u2705 We detail the action plan<\/strong>, clarifying concrete expectations and solutions, the timing and methods of the proposed corrective actions.<\/p>\n

\u2705 WE RECOGNIZE<\/strong> (CAPS!) positive results<\/strong>, without taking them for granted. When the desired change is achieved, we propose to celebrate!<\/p>\n

 <\/p>\n

Feedback<\/strong> is a real gift and a learning tool<\/strong>, it helps us to better understand the current situation and to project ourselves, precisely through learning, into an ideal situation in the future.<\/p>\n

To really benefit from it, we try to get help from our interlocutors<\/strong> to clearly identify the goal to be achieved and we build an action plan to get there.<\/p>\n

Thanks to these tools, being a member of a team transforms us<\/strong>.<\/p>\n","protected":false},"excerpt":{"rendered":"

The somewhat provocative quote from Ludovica Scarpa gives us the opportunity to tackle one of the most powerful and necessary tools for team self-regulation: your majesty the Feedback. Feedback is […]<\/p>\n","protected":false},"author":3,"featured_media":725,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[20],"tags":[],"class_list":["post-724","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-team-building-articles"],"acf":[],"yoast_head":"\n"No Offense, You Suck", Ok But... 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