Feedback is an effective tool to use in different context, highly useful in training activities, team buildings but also organizational teams and business.

1. 10 steps in
giving effective
Feedback

2. Feedback is an effective tool to use in
different context, highly useful in training
activities, team buildings but also
organizational teams and business. The
whole purpose of offering feedback is to help
people change by reinforcing positive
behaviors or improving negative ones.
The list below will
help you structure
your feedback for
any situation that
requires it.

3. 1. Identify the problem clearly
Invest your time in assessing the
situation and identifying the problem.
Is this an isolated event or does this
problem affect more areas and in a
repetitive style?
How does this need
influence his/her
performance? How
does this need
affect the rest of the
team?

4. 2. Select a time and a place
Selecting an appropriate environment to give
feedback is highly important. Feedback
should be given in person and in private,
without any disruptions or interference from
the outside.
You should first explain
your reasons for offering
feedback and that it is in
her/his best interest.

5. 3. Setting the stage
Explain that feedback focuses on a
specific behavior and not on the
person as a whole, and should not
be taken as an attack, insult or
negative criticism.
Ask him/her to keep
an open mind and
not become
defensive, even
though you know it
is difficult to listen.

6. 4. Describe the behavior
Focus on the observations you have
regarding a specific behavior. Feedback is
not a judgment but rather a description of
events where you have seen that specific
behavior.

7. 5. Make your case
These observations are not
interpretations or conclusions,
just facts that affect you/your
team/organization. Explain how
this behavior is influencing
his/her peers.

8. 6. Hold your ground
By this point, he/she will react to your speech
and either tries to end this discussion by
making excuses about the behavior or will
accept your arguments, and will commit to
changing.
If the second scenario
occurs you may skip
to number 10, if not
continue with the
following points.

9. 7. Explore the situation
Before you can move further you
need to understand the exact
context in which this behavior
appears, what is the true nature of
this demeanor. He/she will try to
find explanations and
interpretations of how they see the
situation.

10. 8. Outline the positive consequences
People usually react to positive
reinforcements that detail how they are
beneficial to him/her. This is the moment
when you should
describe how
adjusting this specific
behavior will not only
bring benefits to
him/her, but also to
the ones around
him/her.

11. 9. Outline the negative
consequences
If the positive reactions are not enough
to convince him/her, you have to have to
resort to explaining the negative
reinforcements and punishments that
are going to affect him/her.
Do not sound
threatening; just
state the usual
consequences
this type of
behavior usually
has!

12. 10. Plan for change
The final step should describe a clear
commitment to change or improvement and a
clear plan on how to achieve this goal.
Set deadlines to check
if he/she is following
the plan and commit
yourself to helping
him/her attain his/her
objective.

13. For more training and
team-building advice
Go to Trainers Blog:
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