Finding feedback a little hard to swallow?

I really enjoyed this post from Matt Smith's blog a few weeks ago, so much I asked him if I could share. Happily he said yes. Matt runs BeClear Coaching and Communication - bookmark his blog, there's some really, really, useful content.

Finding feedback hard to swallow?

By Matt Smith, Director BeClear Coaching and CommunicationConstructive feedback helps us to understand how we're tracking in a particular role or task. It helps us to understand what is going well and what could be improved next time. Without feedback our capacity to learn, or influence team members' learning, is slow.However, in a work situation feedback conversations can be an uncomfortable experience, irrespective of whether you are giving or receiving the feedback. Managers frequently cite a fear of conflict and lack of appropriate skills when explaining their reluctance to engage and provide constructive feedback to team members.Fortunately, there are some basic principles to help shape and guide constructive feedback conversations towards a positive outcome for all.Constructive feedback conversations should:

• Focus on behaviour not the individual. Feedback should always be referenced to something the person does or says not an aspect of their personality.

• Be prompt. Provide feedback straightaway while the facts are fresh in everyone's mind, but be mindful to choose a private, yet informal environment to have the conversation.

• Be specific. Focus feedback on actual observation and explain precisely why the action or behavior is a problem. Be descriptive not judgmental.

• Providing positive reinforcement of actions and behavior that are delivering results.

• Encourage the sharing of ideas and explore alternatives rather than give advice. Help team members find a better way.

• Be regular. The more frequently you have performance conversations the more likely they'll become a natural and constructive aspect of day-to-day team relations.

Constructive feedback isn't so hard to swallow is it?  So why not put it into practice and have that conversation today!What are your tips on giving and receiving feedback? Anything to add?