Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11FEEDBACK TOOL-KIT 7. Feedback traps - Personal feelings / friendships Don’t let personal feelings cloud the delivery of feedback. It is important to stay neutral and consistent when giving feedback. - Procrastination Don’t put off giving feedback for a ‘better time’. Feedback is most relevant and effective when it is given in a timely fashion. This is particularly so when negative feedback is required as it gives the feedback recipient the opportunity to instigate any changes required. - Watering down the message If the feedback recipient becomes distressed it is tempting to water-down the message or fail to convey the message entirely. This is not helpful to either the feedback provider or feedback recipient. - Overloading If there are several issues to be addressed, rather than overloading the feedback recipient with feedback on all of them, select 2-3 that are the most important. It is much easier for the recipient to successfully address a few identified areas for change than being faced with a dishearteningly long list. - Using unclear or insensitive words Avoid using labels to describe behavior. Words such as “unprofessional” or “irresponsible” are ambiguous and unclear and do little to help the feedback recipient understand what you are looking for. Try to eliminate extreme words such as “always” or “never”. These words often trigger a defensive reaction. Avoid words that convey value judgments or personal attacks such as “good,” “bad,” “stupid,” or “incompetent.” These words reflect an interpersonal style that undermines the value of the feedback. Weblinks to resources for information about giving negative feedback, dealing with difficult feedback situations and feedback traps: Challenge Consulting http://www.challengeconsulting.com.au/announcements/ten-smart-rules-for-giving-negative-feedback Edgecumbe Health http://www.edgecumbehealth.co.uk/library/publications/dealing-with-difficult-doctors/ Fair Work Australia http://www.fairwork.gov.au/about-us/policies-and-guides/best-practice-guides/managing-underperformance Handling Common Emotional Reactions https://aglearn.usda.gov/customcontent/NRCS/NRCS-NEDC- 000261/common/Job%20Aid_Handling%20Common%20Emotional%20Reactions_06.07.09.pdf James Cook University http://www.jcu.edu.au/wiledpack/modules/feedback/JCU_090545.html SA Government http://www.skills.sa.gov.au/DesktopModules/SearchBoost/DownloadDoc.ashx?filepid=6&file=/dmx/2015/06/ file_20150630_154751_vrzegf_0.resources The Commonwealth Institute http://commonwealthinstitute.org/2010/07/three-keys-to-reducing-defensive-reactions-to-performance- feedback/ Tips for Giving Effective Feedback http://www.evancarmichael.com/Business-Coach/2628/10-Tips-for-Giving-Effective-Feedback.html