Feedback is a gift when done properly. The very word strikes fear into the hearts of millions of workers every day, because the only time they get feedback is when it is rolled by a manager who wants to criticise yet put a bit of positive spin on it.

Ever been there? I know I have and it sets off that internal groan, because you know just whats coming.

Feedback is a gift remember that at the start of this piece? It can be a gift where used constructively, consistently and with goodwill. It is available to all of us, all the time, whether we are a manager or an employee with a manager. It is available two-way and when used that way is a valuable tool for developing everyone in your organisation, department or team, however big you are, however small.

In fact personal self-feedback can be the holy grail of development, where we get to be thoroughly honest with ourselves about how we are doing (and accepting self-praise when it goes well).

Back to others how do we get feedback to work so that people really embrace it rather than run away from it?

Here are ten little tips to help you get the best from Feedback:-

1.Be Consistent!

Be consistent and give regularly be a model for others to observe and then do themselves.

2.Receive Feedback Yourself

By personally asking for and receiving feedback you will receive much more you can use positively than to your detriment.

3.Value the Potential

We get too little truth in our lives as managers. People are nice to us face-to-face and then talk about us behind our backs. Feedback opens up the loop.

4.Its About What, Not Who

Feedback is about the behaviour, and not the individual. Its saying that you do a great job and this time what happened in detail. What did you do, not who are you.

5.Lose the Criticism

Always offer feedback and then, first ask them What went well?, and once you have given them time for that, What might you try differently next time? And after theyve said their bit, do it for them yourself. They will appreciate recognising their own performance first.

6.Look to the Future

Growth opportunities present when they see the possibilities and usually, they see them for themselves first. Thus ownership of a new solution in the future gives hope and excitement and evolution of performance.

7.Be Unconditionally Constructive

By avoiding negatives and but you will engage rather than put off. Your people will be with you rather than against.

8.Deliver Promptly

The best time is in the moment, at the time or as close to is as possible. If you give your feedback at the first opportunity, you will find it is much better received.

9.Open Your Questions

Ask discovery questions with ease - there is no falseness, nor discomfort. Indeed the use of this questioning skill binds the relationships they are so good at making. The 6 Wise Men do this best Who, What, When, Where, How and Why.

10.Provide Support

Whatever the learning from this regular and consistent feedback you are using (two-way), there may be the need for ongoing support and coaching be sure to offer it.

Feedback a much underestimated and much maligned business opportunity, ready and waiting for you right now.

Martin Haworth

Thanks for taking a look at me! I work with people to help them realise their potential and make the most of their life. I also help managers to get the very best from their people, to make their businesses, teams, departments, whatever, to be successful.

Usually this is through my 'Coaching Managers to Coach' workshops, delivered worldwide, which includes experiential and hot-seat coaching for all participants - a great, fun learning experience. Click the big green link panel on any of the website pages!

There are over 1000 hints and tips, and that doesn't include the blog, which is updated pretty well daily, if not more often!

With a background in team management of groups from 6-300 and a great ICF coaching accreditation, I reckon I'm almost unique in my experience and training to make this work for you.

So take a look, checkout my other articles and maybe even set the blog page as a favourite:-) And, you know, if you want to get in touch, give me a call. I'll talk about almost anything, but I love helping people make the best of their workplace. Or e-mail me through the contact page on the site.

Ooops, I nearly forgot, I do manager soft-skills analysis with a programme called 'Intercept' and if you just want some one-to-one business coaching, I do that too. There's also a button on the navigation bar on the website pages for that too.

Fees, well, let me see, can I say that we can work something out? That's the way I work.

Thanks for happening by!

Martin