Category Archives: Feedback in business

Over the last several months, I have written a series of blog posts on feedback – both how to give it and how to ask for it. I recently had an experience that reminded me of a particular aspect of feedback that I thought I should share. Several months ago, I applied for a panel

  Because we are not usually encouraged to give feedback, it can be helpful to develop a culture in which feedback is freely given and received. There are two main reasons for the lack of desire, willingness and/or ability to give and receive feedback: (1) we don’t talk about it and we usually don’t do

There is a neuro-linguistic programming (NLP) pre-supposition that says “there is no failure; there is only feedback.” And yet most people characterize feedback as “positive” or “negative”; “affirmative” or “constructive.” In this way, they are changing feedback from a neutral piece of information to “success” or “failure.” Obviously, most people will be excited to hear

I have been blogging for a couple months now on feedback and the most effective ways to give it. Today I will give an example of the type of feedback often given and the type that is more effective. You will see the difference. I have been a member of a particular gym for many

Can Non-Factual Information be Offered Effectively as Feedback? We have thus far offered a formula of effective feedback that is outlined by the acronym INFO. Under this model, feedback must be desired (Inquire), Neutral, Factual and Observable. We have stressed that effective feedback is not a matter of opinion, but a mirror held up to

Having outlined the model for giving effective feedback (http://www.mclarencoaching.com/how-to-give-feedback-part-i/ and subsequent blogs), let me sum up and offer a few more tips. Further tips on giving effective feedback: • Give specific information – factual, observable, quantifiable. • Give facts and data to emphasize objectivity; do not give your opinion. Your opinion is not feedback. •

  This blog series is on how to give useful feedback. We are working through the following model. Because feedback is just information, this model is called INFO: Inquire: The first step always is to find out if your feedback is wanted. Neutral: Next, ask yourself why you are offering feedback and make sure your

This blog series is on how to give useful feedback. We are working through the following model. Because feedback is just information, this model is appropriately called INFO: Inquire: The first step always is to find out if your feedback is wanted. Neutral: Next, ask yourself why you are offering feedback and make sure your

This blog series is on how to give useful feedback. We are working through the following model. Because feedback is just information, this model is appropriately called INFO: Inquire: The first step always is to find out if your feedback is wanted.  (http://www.mclarencoaching.com/how-to-give-feedback-part-I/) Neutral: Next, ask yourself why you are offering feedback and make sure

So far I have been blogging about asking for and receiving feedback. Now we will examine how to give useful feedback. One way to give useful feedback is through the following model. Because feedback is just information, this model is appropriately called INFO: Inquire: The first step always is to find out if your feedback

REASONS FOR GIVING FEEDBACK So far I have been blogging about asking for and receiving feedback. Next we will examine how to give useful feedback. Before we do that, though, we need to look at reasons to give feedback, both valid reasons and reasons that don’t really work. There are various reasons for offering feedback,

  Remember we are starting our series with asking for and receiving feedback. In our first blog post on feedback, we identified four ways to obtain feedback for yourself: 1. Seek Clarity 2. Stop, Start, Continue 3. Specific Questions 4. Making an Effective Feedback Request Today we continue to the fourth. 4. Elements of an

Remember we are starting our series with asking for and receiving feedback. In our first blog post on feedback, we identified four ways to obtain feedback for yourself: 1. Seek Clarity 2. Stop, Start, Continue 3. Specific Questions 4. Making an Effective Feedback Request Today we continue to the third. 3. Specific Questions Many businesses

Remember we are starting our series with asking for and receiving feedback. In our first blog post on feedback, we identified four ways to obtain feedback for yourself: 1. Seek Clarity 2. Stop, Start, Continue 3. Specific Questions 4. Making an Effective Feedback Request Today we continue to the second. 2. Stop, Start, Continue Previously

  Remember we are starting our series with asking for and receiving feedback. In our first blog post on feedback, we identified four ways to obtain feedback for yourself: 1. Seek Clarity 2. Stop, Start, Continue 3. Specific Questions 4. Making an Effective Feedback Request Today we start with the first. 1. Seek Clarity In

In beginning our in-depth examination of feedback and how to use it, we should start with considering what it is.  Since the first mode of learning from feedback (our next blog post) is Seeking Clarity on the meaning of the feedback, we will obviously need first to identify the feedback. What is Feedback? Broadly, all

We are going to embark on a series regarding a valuable element of business, and of any aspect of life where you seek to create change.  The concept I will be discussing over the next several weeks is that of feedback.  I started with an overview which I sent in my McLaren Coaching newsletter on