Tips for giving and receiving feedback
Giving |
Receiving |
|---|---|
| Think about the needs of the person receiving the feedback. Is what you have to say really relevant? Does it relate to something they can work on or change? Does it really respond to their needs or is it a projection of your own? | Listen actively and carefully. Hear the feedback through to the end and consider what it is trying to tell you. |
| Avoid being judgemental as far as possible (avoid the use of “you”). Use “I” statements and avoid speaking on behalf of others (“we”). |
Try to remain open to what is being said to you. If you notice that you are becoming defensive, make a mental note of any questions or disagreements and check them out later. |
| If you encounter defensiveness or an emotional reaction to your feedback, deal with those reactions first rather than trying to convince, reason, or supply additional information. |
If you are unsure about what the person giving feedback is trying to get at, try to rephrase what you have just heard and check with them that you have understood what was said correctly. |
| Think carefully about the feedback you have received. Don’t react immediately to what you have heard. | |
| Go back to your self-assessment and check whether you want to change or add anything. |
If you want to find out more about giving and receiving feedback, consult the chapter on Training Teams in the new (and previous) edition of T-kit Training Essentials (p. 46).
Adapted from T-Kit Training Essentials, p. 102 in previous edition, available online at: https://pjp-eu.coe.int/en/web/youth-partnership/t-kit-6-training-essentials
