Here's how you can deliver feedback that motivates and inspires others.

Effective feedback is crucial for motivating and inspiring others. Start by being specific and focusing on observable behaviors rather than personal traits. Use a positive and constructive tone, highlighting strengths before addressing areas for improvement. Provide actionable suggestions and offer support to help them grow. Ensure the feedback is timely, given close to the event it refers to, and encourage an open dialogue for clarification and mutual understanding. Recognize their efforts and improvements to reinforce positive behavior. By delivering feedback thoughtfully, you can inspire others to strive for excellence and foster a culture of continuous growth and development.

Acredito que o primordial é trazer o fato ocorrido e alternativas de comportamento que poderiam ter sido praticadas. A ideia do feedback é ser construtivo e, por muitas vezes as pessoas ouvem sobre o ponto de melhoria, mas não tem a menor ideia de como fazer diferente ou como melhorar. Ser facilitador disso é o processo chave para que o feedback motive ou inspire a pessoa.

1.Focus on the "What," Not the "Who" 2.Start with Appreciation 3.Specificity is Key, Provide clear, specific examples of the behavior or area for improvement. 4.Offer Solutions, Not Just Problems, Frame it as a collaborative effort to find solutions. 5.Growth Mindset Matters! 6.End on a Positive Note, Leave them feeling motivated and encouraged to take action.

Delivering feedback that motivates and inspires others involves striking a balance between constructive criticism and positive reinforcement. 1. Start with positivity 2. Be specific: Clearly state specific actions or behaviors that need improvement. 3. Focus on growth: Emphasize opportunities for growth and development. 4. Be timely: Provide feedback promptly, while the situation is still fresh. 6. Be respectful: Deliver feedback with empathy and respect. 7. Set goals: Collaborate on setting achievable goals and provide support. 8. Follow up: Check in on progress and provide ongoing support. Remember, the goal of feedback is to inspire growth and improvement, not to criticize or demotivate.

Start Strong: Acknowledge their wins! "I loved how you tackled that presentation," sets a positive tone and shows you value their effort. Specific & Actionable: Instead of "That report needs work," say, "The data in section 2 could be even stronger if you included X." It gives them clear steps to improve. Focus on the Future: Don't dwell on mistakes. Ask, "How can we approach this next time to achieve even better results?" It fosters growth mindset. End Uplifting: Leave them feeling empowered! "I know you can nail this!" reinforces confidence and motivates them to keep going

Iniciar o feedback pontuando o que é positivo primeiro, é importante para que o colaborador se sinta valorizado e não sofra tanto impacto com os pontos a desenvolver. É importante também ter sensibilidade para falar os pontos a serem desenvolvidos, e demonstrar para o colaborador que está junto com ele nesse processo.

Positive First Start with positive feedback to set a constructive tone. Highlight the individual's strengths and accomplishments before addressing areas for improvement. This approach helps build confidence and receptiveness to constructive criticism. AI sentiment analysis tools can help identify positive patterns and achievements to mention.

Parfois, le feed-back concernera des sujets difficiles, des résultats non-atteints, des positions perdues sur un marché... Quand bien même il faudra aborder ces sujets difficiles, une approche optimiste reste de rigueur : comment renverser la dynamique? Comment apprendre de ses erreurs ? Une réunion "Post-mortem" peut être organisée après la perte d'un contrat, par exemple. L'occasion pour les parties prenantes de s'exprimer librement, de mettre en évidence les insuffisances du processus qui a conduit à l'échec... Le but est évidemment positif, pour reconstruire sur les ruines d'un échec.

Empathy Counts Show empathy by acknowledging the person’s efforts and challenges. Understand their perspective and demonstrate that you care about their growth and well-being. Use phrases like, "I understand this can be challenging" to convey empathy. AI can offer suggestions for empathetic language and help you prepare for sensitive conversations.

Actionable Steps Provide clear, actionable steps for improvement. Outline specific actions the person can take to enhance their performance or skills. This makes the feedback practical and achievable, rather than just pointing out issues. AI-driven coaching tools can offer tailored development plans and resources.

As Marshall Goldsmith recommends, try feedforward instead of feedback. Feedback refers to what was not done as expected, while feedforwad focuses on future actionable steps aimed at improving perfomance. Goals must be clear, opinions must be grounded, emotional availability to admit areas for improvement must be checked. Use reasonable KPI's to track progress, while regularly correcting deviations. Encourage your collaborators to come up with their own solutions and creative ways of doing their work to keep them motivated.

Follow Up Regularly check in with the individual to review their progress and offer further support. This shows your commitment to their development and helps keep them motivated. AI tools can schedule follow-ups and track progress to ensure continuous support and guidance.

A l'issue d'une séance de feed-back (individuelle ou collective) il convient de fixer les étapes de suivi, avec des objectifs clairs et quantifiables et des échéances réalistes au regard des objectifs proposés.

Encourage Dialogue Create an open environment where the recipient feels comfortable discussing the feedback. Encourage them to share their thoughts, ask questions, and provide their perspective. This two-way dialogue fosters mutual understanding and collaboration. AI can facilitate anonymous feedback collection and provide insights into common concerns and suggestions.

Al fomentar el diálogo y empoderar sobre su situación a nuestro interlocutor, también es importante ser receptivos a recibir feedback, muchas veces hay situaciones que genera el líder, sin mala intención o sin darse que cuenta que pueden interferir en la situación problema (Ejm: Se le indica al colaborador que debe priorizar sus tareas, pero el líder no le hace saber lo que para él es prioridad y que le gustaría que para el colaborador también lo fuera).

Use "I've noticed that..." to describe what you've seen. Use "What happened...?" to give people opportunity to tell you what they've seen and felt. Use "What do you think we should do in the future?" to involve people in the solution.

Always start sentences with "I" phrases. "I have noticed that... " "When this happens, it makes me think / feel x" When we drive the conversation with emotional intelligence, we know that once the recipient's ego defences are up, there is no more opportunity to get through. So the intention should always be to create more connection and collaboration and less separation / me / us vs you. When we show we are taking ownership of 'our' experience, and inviting collaboration so that we can understand and find solutions, it is more likely to set us up for success.

Una vez tuve una retroalimentación donde el líder no había preparado los aspectos a abordar y las áreas susceptibles a mejora. Lo cuál hizo que el ejercicio tuviera poco o nulo impacto, muy seguramente no lo hizo con mala intención pero hizo que perdiera credibilidad en el ejercicio. Por eso es importante planear antes de ejecutar.