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Introduction
Giving honest feedback in the form of healthy criticism can improve productivity, self esteem and deepen our interpersonal relationships. Managing criticism is an essential skill for any professional. Criticism when given in an effective manner provides feedback that improves job performance and promotes continuous professional and personal development. However, for most people giving honest negative feedback is an embarrassing, awkward and tough proposition. And the tendency is to avoid or postpone giving negative feedback. During Performance Appraisal this is unavoidable. Giving and receiving feedback in an effective manner is critical for the individual, Department/Company growth and to increase the company’s productivity. This feedback maybe positive or negative.
In reality many seniors find it difficult to give honest negative feedback to their juniors for several reasons. ‘He will feel bad’; ‘He may become negative and will not cooperate’; ‘Let me wait for the right time’; ‘He should know what I expect from him why I have to tell him; ‘I’ m such a nice person and how can I say negative things and such others are a few of the barriers to giving honest negative feedback. Careful, well-thought-out criticism takes time. A different kind of mindset and skills are required to develop the ability to give feedback effectively. We cannot allow the seniors or colleagues to learn this by trial and error because they are far too important to increase the company’s profitability and employee morale. Assertive feedback is a balanced communication style that relies on honesty and respect. This helps others improve without attacking or sugarcoating. To give feedback assertively, focus on observable facts (not personality), use “I” statements, and state the impact. When receiving negative feedback, listen actively, ask for clarification, and reflect before responding.
Specific Objectives:
- To make participants comfortable with giving and receiving negative feedback.
- To increase their awareness of the barriers in giving constructive criticism.
- To acquire the skill of giving specific negative & positive feedback in an objective manner to enhance job performance.
- To attain assertive skills when giving and receiving negative feedback.
- To make participants acquire the skill and mindset to accept positive feedback with grace.
Topics
- Five Steps to give Feedback – Raise the Issue, Describe the Specifics, Request change in the behaviour, Agree on Action Plan & Make plans to Follow Up
- Barriers to Giving Constructive Criticism – Explode Myths of “Looking Good”, Myth of Modesty & Crystal Ball Myth & others
- Types of Criticism – Vague, Unjustified and Valid, Checking Validity of criticism
- Do’s & Don’ts of giving feedback – Be immediate, specific, realistic…do not generalize, guess motives, use abstract, vague terms, attack character of person
- Developing talent with concrete and objective positive and negative feedback / development plans and follow-through.
Receiving Feedback Assertively
- Listen Actively: Hear the person out without interrupting or being judgmental and formulating your rebuttal (denial).
- Clarify with Questions: Ask for concrete examples if the feedback is vague.
- Developing an assertive style – pleasantly direct tone, appropriate body language & eye contact.
Giving Assertive Feedback
- Use structured feedback models (such as SBI – Situation, Behavior, Impact or the 3A Approach – Appreciate, Address, agree on Action)
- Focus on behavior
- Use “I” statements
- Keep it timely and private
Key Takeaways
- Differentiate between constructive feedback and criticism.
- Recognize the value of feedback .
- Adopt an assertive communication style .
- Prepare before giving feedback.
- Use structured feedback models (SBI and 3A Approach).
- Deliver feedback with empathy.
- Listen actively when receiving feedback.
Important Instructions
- Kindly note that your registration will be confirmed once payment has been successfully received.
- Cancellation of participation is not permitted. However, participants may nominate an alternate delegate with prior intimation.
- Participants from outside Mumbai are requested to kindly wait for the final confirmation before booking their travel tickets.
Speaker Profile
Dr. Lata Shetty is the founder of Mainstream HRD Training Centre. She has conducted more than 70,000 batches in more than 150 companies and organizations with 25 years of experience. Her qualification is B.Sc., M.S.W, and Ph D from Tata Institute of Social Science, Certified NLP Practitioner. Dr. Lata Shetty is a Resource person at the Bombay Chamber of Commerce and Industry since the last 20 years. She is a regular faculty at several training centres of financial institutions like SPBT and BSE. She was a Columnist in Lok Satta – Lok mudra on HRD topics for 2 years; a Faculty at Orchid a Finishing School; faculty at Tata Institute of Social Science, visiting faculty at Somaiya Institute of Management. Worked as Head of Welfare Department in Godrej & Boyce for 4 years.
She has worked with immense success because of her Innovative, Energetic, Engaging style of training. Dr. Shetty has covered all levels of employees ranging from senior managers, middle management, Professionals like Chartered Accountants (ICAI in Bandra Kurla Complex, Mumbai), Medical Doctors in Corporate hospitals and such others.
Training Methodology: Active training methods like role play, demonstration, caselets, discussion, exercises will be used.
