Here's how you can deliver feedback that others will appreciate.

Ask if the recipient is prepared for feedback. People who are open are more likely to be receptive. If the person isn't open to feedback, it's a waste of time.

Antes de ofrecer comentarios, es esencial preparar el trabajo preliminar. Esto implica comprender bien el contexto y el contenido sobre el cual vas a comentar. Asegúrate de haber revisado toda la información relevante y de entender los objetivos y expectativas del proyecto o tarea. La preparación adecuada te permite ofrecer comentarios informados y constructivos, en lugar de opiniones superficiales o mal fundamentadas. Además, considera los puntos fuertes y áreas de mejora de manera equilibrada, lo que demuestra que valoras el esfuerzo realizado y estás interesado en su desarrollo

Building rapport before giving feedback involves: 1. Showing genuine interest in their development. 2. Providing consistent and balanced feedback. 3. Listening actively to their perspective. 4. Approaching with empathy and understanding. 5. Being clear and specific with examples. 6. Focusing on actionable improvements. 7. Following up to discuss progress and offer support. This approach fosters trust, making feedback more effective and constructive.

The timing of feedback is key. Give it when the recipient is calm and focused, not stressed or busy. Provide feedback soon after the event for freshness, but not so soon that emotions are high. Consider the broader context and prepare your feedback thoughtfully. Follow up to show ongoing support. This approach ensures feedback is relevant, effective, and well-received.

Vague feedback leads to confusion and frustration. Be specific about the actions or behaviors you are addressing. Use clear examples to illustrate your points and avoid generalizations. Provide actionable suggestions and invite questions for clarity. This approach helps the recipient understand your perspective and identify areas for improvement.

General feedback can be confusing. Be clear and precise about what needs improvement and why. Specific feedback helps the recipient understand the issue and how to address it effectively.

It's important when you give feedback that you share this in a way which empowers the individual rather than demotivates. Consider them as a customer, what would help them 'buy' your improvement. So language is important. And provide specific insights on how they can improve too. Layer in positive feedback on what they are already doing but keep it authentic... So rather than saying "You're making mistakes that reflect poorly on the company, fix it!" you could say "Your blog writing is excellent, we can see that in the increased traffic and dwell team. If you used the audio play back function on Microsoft Word you could level up your proof-reading skills and really stand out, it will be great to see how this improves your conversion rate"

Positive reinforcement boosts confidence and creates a receptive environment for feedback. Start by acknowledging strengths before discussing areas for improvement. Balance positive and constructive feedback, and frame improvements as growth opportunities. This approach encourages and motivates the recipient.

Providing feedback is not to belittle someone or make them feel frustrated with their job. The purpose is to motivate them and help them understand what needs to be done. Go into the conversation prepared, don't just "wing it." Take the time to think about what needs to be discussed and how to properly motivate them to do what's needed. Plan the timing right, not when either of you are stressed, busy, or have high emotions. Proper planning will make or break the effectiveness of the conversation. Take the time and plan it right.

A key part of staying positive is being able to reflect that you understand why the individual's perspective that resulted in the action taken. Acknowledgement is important to feelings of validity, which is essential to a constructive conversation and personal growth. Most people aren't dumb and do things for reasons that are perfectly sound from their perspective. Demonstrating that you understand their reasons helps with the next task in a good coaching conversation which is exploring other perspectives or actions that the individual may not have fully considered.

Offer actionable suggestions for improvement to empower the recipient and facilitate positive changes. This collaborative approach enhances ownership of feedback and supports personalized growth.

Follow up is crucial if one is looking for a behavioural change or learning experience for an individual. If a plan has been set up for learning, make sure that there are no obstacles for the persons growth that had not yet been identified by following up regularly. Following up also shows interest in the persons growth and helps the progress if done in the right way. It should not be micromanaging.