{"version":1,"type":"rich","provider_name":"Libsyn","provider_url":"https:\/\/www.libsyn.com","height":90,"width":600,"title":"BBP42 Giving & Receiving Feedback","description":"BBP42 Giving and Receiving Feedback How good are you at taking feedback or even giving feedback? Yet another podcast episode inspired by the activities in the BB House with GCSEs taking place.  Emma talks about the conversation she has with her daughter when reviewing the practice exam papers.  She struggled with some feedback and said \u2018I know that you\u2019re right, I just don\u2019t like to hear it\u201d It\u2019s often common that many of us don\u2019t always like to give or receive feedback.  We need to make sure when we give feedback, we are clear, concise and definitely not unkind. Whether you\u2019re a business owner, a leader in business or need to give or receive feedback in any other place in your life.  For many of us it can be difficult to give feedback or hear it. When I was in corporate work, we gathered 360 feedback.  It looked at what went well, what wasn\u2019t going well, what can be improved.  This type of information can help us to improve. Many of us struggle to receive and give feedback.  We can dread the thought of giving or hearing feedback.  That phrase about constructive criticism provokes a feeling of dread, fear or unease. Feedback done the right way, with the right intentions can help us to improve our understanding or performance.  Sometimes it means we need to do a bit of personal work or even stay calm enough to be able to hear it. Emma talks about the way she asks for feedback in her coaching business and gives examples.  Some of the questions that Emma asks, helps her to know what needs are being met and what can be done to improve, so that we do not settle into situations and stop the progress.  When you\u2019re thinking about feedback, make sure it will give you information that you want, even if it\u2019s difficult to hear.  Feedback should not be about giving surprising information. Especially in the workplace.  Emma talks about quarterly 1:1 meetings to ensure regular updates.  It can help to ensure you\u2019re working on track and not going down a path that is not helpful. Ensure feedback is really clear and specific.  Stick to the facts with feedback.  Sometimes you might want to say \u201cthis might be hard to hear\u201d to pre-empt that it might be difficult but there is a better response.  Be factual and keep the emotions out of the feedback. Be clear about what you mean.  Be exact with the information, perhaps about the piece of work, is it accurate, or is the person to friendly or too casual.  Being exact means that person knows what they need to tweak or change to correct and adjust. Ensure you don\u2019t generalise or over-exaggerate.  Using words like \u201call\u201d or \u201cnever\u201d means it\u2019s probably not true, so try not to use phrases like this. Give feedback from a person-centred approach \u2013 using the work I.  I felt this, I saw this.  When we use \u201cyou\u201d it can seem accusatory and can seem like we are wagging a finger in their face, so keep the feedback to I heard \/ I felt. Use a feedback sandwich.  This starts with a positive piece of feedback, then the negative, then finish with a positive.  If it\u2019s just negative feedback it can feel like an attack and the other person gets defensive or disheartened.  If you\u2019re asking for feedback.  Be careful.  Sometimes some people ask for feedback and don\u2019t like the information or answer that they receive!  If you\u2019re asking for feedback, bear in mind there will always be more than one opinion, sometimes that might not be what you want to hear. Emma shares a story about people sat round a table and someone asks for feedback, but the response was not what was expected.  It made for a difficult situation. Whatever the emotions that arise as a result of feedback, you\u2019re not responsible for other people\u2019s feelings.  Ensure your feedback is helpful and constructive.  But don\u2019t ask questions if the answer might not be what you want to hear!  Sometimes we need to take a deep breath, take on board the information and decide what you will use and what you will not. As a final helpful point, Emma advises that you make sure you get feedback from people you respect and that are invested in you too.  If someone is on opposing sports team, then their opinion and feedback is not going to align. Often if clients get a tough piece of feedback Emma advised them to go and look at a book review.  Pick a book that you\u2019ve read that was great for you, notice the reviews that align with your views and also that there will be other negative opinions there.  Sometimes there will be feedback (often that we haven\u2019t asked for) and it might not be applicable.  You have a choice about what you listen to, what helps you grow and move forward.    Get in touch with Emma to book a call or email any feedback. ","author_name":"Lessons for Leaders","author_url":"http:\/\/www.emmalangton.com\/","html":"