Giving Effective Feedback and Criticism - a Training Course

What you'll take away from this feedback training course

Your feedback and criticism will be more influential. We’ll show you how to balance generous praise with clear and tough criticism. In other words we'll help you develop the art of constructive criticism. It's difficult to succeed as a manager without being able to do this well. 

How the skills you'll practise on this course will make you much more effective at giving feedback and criticism

How can I improve my feedback?

There's a world of difference between constructive feedback and personal criticism. It puts people's backs up when in the name of feedback they hear opinion, judgement, generalisation, unsought advice, or questions implying criticism. Our feedback training will enable you to be much more specific, factual, generous spirited and constructive with your feedback.

How to give constructive feedback and criticism 

You can make a start on improving the quality and effectiveness of your feedback before coming on the training course. Here's how:-

Always start with praise

To give praise, think of something specific that the person has said or done that you feel good about, and give three pieces of specific information about it:-

1. The fact that you feel good, e.g., pleased, satisfied, impressed, full of admiration.
2. Secifically what you feel good about.
3. Why it makes you feel good.

Then pause and pay close attention. Allow time for your praise to sink in and for the other person to respond. Do not be in a hurry to start the criticism. Go on to the criticism only when you are sure he is in a receptive state of mind.

Then give your criticism

Here's how. Think of one thing you feel bad about, and give 3 specific pieces of information:-

1. The fact that you feel bad, e.g., frustrated, concerned, dissatisfied, alarmed. 
2. What you feel bad about.
3. Why it makes you feel bad.

Then pause and pay close attention. Allow time for your criticism to sink in and for the other person to respond.

When you try out this method of giving criticism, pay close attention to how the other person is receiving it. Make your praise so specific, honest and generous that he feels genuinely approved of, and do your utmost to make the whole experience highly motivating for him.

Most people are amazed at how well this method works when they put it to the test. But don’t be hard on yourself. Practise in easy situations before moving on to difficult ones. On the Skills with People course we'll give you a great deal of coaching and feedback to help you develop your confidence you can use this approach effectively.

Practical hints showing the approach we'll help you learn and practise on this feedback training course

But surely, if I follow praise with criticism won’t I end being negative – and isn’t that wrong?

The key is – be generous. If you do a generous enough job with the praise, the criticism will also be received as positive. It will not be necessary to follow it with praise.

Is it really necessary always to start with praise?

Yes, it’s a pretty good rule of thumb. Otherwise your criticism, however kindly meant and well done, is likely to put them on the defensive, and then it is much harder to get through to them.

How do I know when I have given enough praise?

The answer is, when they feel genuinely approved of. So be generous. Don’t stop at one piece of praise when you can find two. Don’t stop at two when you can find three. Convince them you are genuinely in their fan club. The result is electric. Imagine how it would feel if someone genuinely treated you like this.

What if I can't think of anything to praise them for?

Only when you suspend critical thoughts can you see the other person in a more generous light. How can you do this? By making a conscious effort to separate their perceived weaknesses from their strengths, and by setting aside their perceived weaknesses in order to focus your mind on their strengths.

What if I resent them too much to think generously about them?

You can't think generously while carrying a grudge. Grudges, or grievances, weigh heavily on us. But no one can make us carry them. We're free to let them go if we want to.

Am I not in danger of being patronising when I give praise?

Yes you probably will sound patronising unless you (a) make the praise very specific, and (b) say only what you sincerely mean. If you do these two things there's no danger of being patronising.

Why is the PAUSE so necessary when using this method?

It gives time for your words to sink in, and for the other person to respond. Most people are in a rush. Don’t be. This way of communicating works better slowly.

Must I always follow praise with criticism?

No, of course not. It works better if you give more praise than criticism. It also works well to praise often with no criticism attached – people will then be more accepting of your praise.

Other reasons why you might benefit from this feedback and criticism training

• You tend not to give much praise, for fear of being thought insincere or patronising.
• You feel awkward doing appraisals of people.
• You find it difficult to criticise or give critical feedback without antagonising.
• You have difficulty confronting problems with people and discussing unpleasant facts.
• You've never learned how to give constructive feedback.
• You need to develop your performance management skills.
• Sometimes people need to be confronted, and can benefit from tough, firm and clear feedback. You need to be more confident at doing this.
• Sometimes you have to be tough to be kind.
• You find it hard to broach a difficult subject, or confront a difficult problem.
• You need to get better feedback yourself, but don't know how to ask for it in a way that will make it specific and helpful, because the people from whom you need it are not very good at giving it.
• Sometimes you need to give voice to strong feelings, give correction, or criticism. express dissatisfaction, complain more effectively. And you'd like a tactful way of doing it.
• You need to to be better at helping people face hard facts.
• You need to be more generous with your praise.