Feedback
The feedback lecture was well-timed and, I'm assuming, runs parallel to the current situation with the HR simulation. Team leaders are to be formulating ways to give feedback to their team members.
The lecture was good, and the points were all viable and effective, but I can't help but feel a majority of the "tools" we're learning are common sense. I don't even remember what SAFE means because after hearing about it I thought, "Ya don't say," and promptly forgot.
There was also the method where you say something positive to butter them up for the uppercut punch, then, after you've dropped them and the ref's counted to 10, you tell them that they fought well and to keep working hard. That's cheesy and amateur. Bad movies use that technique to be funny.
It's the little things Professor Piderit tells us, what she's gleaned from her own experience, that are the things to really take home. For instance, by making sure everything is clear and understood, the feedback process can be much less painful and stressful for both parties. The right questions (Is there anything I can do to help? Do you have any questions? Are we clear?), if offered at the proper time and answered honestly, can be relaxing.
I'm sure the skills we listned about were helpful and will be put to good use by many people, but I still think they're basis is in tact and being understanding, and that if you have those skills already, you should be fine.
Comments
Posted by: Sandy Piderit
Posted on: November 12, 2006 08:25 AM
Chris,
I'm glad you're finding the finer points of my delivery worthwhile.
Using tact and being understanding require discipline, in the same way that using spellcheck requires discipline. You may find it easy to use tact, but many of your peers will not -- either because they don't know how, or they're not motivated to do so.
-Prof. Piderit