The power of feed­back

The Pak Banker - - Front Page - Ca­role Spiers

it is taken as a way to im­prove or con­tinue to im­prove in­di­vid­ual per­for­mance - and that is where skills-train­ing needs to be avail­able if it is not a skill that the man­ager nat­u­rally pos­sess.

If you don't have this skill, then it is ad­vis­able to learn how to de­velop or ac­quire it. It could be via a train­ing or coach­ing pro­gramme so that giv­ing con­struc­tive feed­back be­comes a nat­u­ral and in­te­gral part of your man­age­ment skill-set.

Don't de­lay: Don't wait for that spe­cial moment to give a word of ap­proval. Do it now while it is in your mind.

Make it pub­lic: Con­struc­tive feed­back should be given pri­vately but pos­i­tive feed­back can be said in pub­lic.

Be spe­cific: Fo­cus on ex­actly what was done right. ' Well done!' is fine but 'well done on fin­ish­ing that report on time!' is even bet­ter.

Ul­ti­mately, you need to be sin­cere be­cause it is not just what you say but how you say it. It is not a time for say­ing some­thing for the sake of it. You are not just fill­ing a space. When there is an op­por­tu­nity, give a word of en­cour­age­ment!

And don't for­get you can use this skill at home. When was the last time you com­pli­mented your wife, or hus­band, or child on how nice they looked, or how well they spoke or what a good job they had done?

Pos­i­tive feed­back goes a long way to grow­ing and re­in­forc­ing any re­la­tion­ship and like smil­ing, it's not dif­fi­cult and costs noth­ing!

We all know it is easy to 'catch some­one out when they do some­thing wrong' but what about ' catch­ing some­one out when they do some­thing right!'

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