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Feeding your inner feedback monster

“Feedback is the breakfast of champions.” Ken Blanchard. Feedback should be timely, on a cadence, effective to elucidate objectively what occurred. If it is positive, it enables repetition; if redirecting, it enables correction. The ability to detach subjectivity from feedback is difficult and takes deliberation and practice. Outlined is a simple structure whose application can pave the path to gracefully give and receive feedback.

STAR/AR Feedback

STAR/AR is an acronym for
  • ST: Situation/Task
  • A: Action taken against the situation/task
  • R: Result
  • A: Alternate Action
  • R: Alternate Result
STAR is for reinforcing (positive) feedback, STAR/AR is for redirecting (critical) feedback.

STAR example

Situation/Task: We were struggling with the daily report
Action: You introduced and conducted sessions to the new process for the daily report
Result: We streamlined our daily report

STAR/AR example

Situation/Task: We introduced a new process for the daily report
Action: Delayed getting up to speed with the new process
Result: The entire team would wait for your updates
Alternate Action: Prioritize getting up to speed with the process
Alternate Result: We would have streamlined the process earlier

Receiving Feedback

The next time someone gives you feedback, say "Thank you" and ask questions to fill the letters in the STAR/AR acronym. This will help in a number of ways:
  • Not taking the feedback personally
  • Prevent from reacting while riding a wave of emotion
  • Have a template to talk through the conversation
  • Recognize if the situation was extenuating or one you find yourself in frequently
  • Use the three strike rule, to stop making excuses
The last point is crucial, the knee-jerk reaction to most critical feedback is "No, that's not true" or "It happened that one time". So, if you hear the same feedback for similar pain point, it probably is true.

Addendum

Pointers which are easy to incorporate:

Gratitude

This expresses that you recognize the effort, appreciate it, and is timely as can be.

Solicit Feedback and keep at it

Ask for help and feedback, and keep doing it. Even if, the initial few tries are contrived, eventually it helps build trust and establish channels to share honestly.

Avoid giving/receiving feedback emotionally

This is applicable to both parties involved, so try to recognize the mood (where possible, again ask) of all partaking in the process.

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