Comments for QAspire Blog - Quality, Management, Leadership & Life!

Comment on 5 Pointers For Effectively Dealing With Negative Feedback by Vamsi

Vamsi — Thu, 09 Sep 2010 01:44:19 +0000

Nice post on a sensitive subject.

I have observed that the rapport that the feedback giver has with the receiver also matters a lot in driving home the point. Most often people don’t take the negative feedback positively just because the level of trust is not enough.

Secondly, objectivity is very important when giving negative feedback.
Vamsi´s last blog ..Accountability without accounting

Comment on 5 Pointers For Effectively Dealing With Negative Feedback by Tanmay

Tanmay — Sat, 04 Sep 2010 05:25:10 +0000

@Andy - Thanks for adding your voice here. You touch upon an important point of ensuring that we don’t share feedback instinctively. It does more harm than it helps. Gracefulness and thoughtfulness are two most important pre-requisites for making this experience a positive one.

Best,
Tanmay

Comment on 5 Pointers For Effectively Dealing With Negative Feedback by Tanmay

Tanmay — Sat, 04 Sep 2010 05:23:14 +0000

@Deborah - Not reacting immediately is a sign of strength. It also allows us to take the feedback in, before we process and find out the validity.

Thanks for the comment and Twitter RT.

Best,
Tanmay

Comment on 5 Pointers For Effectively Dealing With Negative Feedback by Andy Klein

Andy Klein — Fri, 03 Sep 2010 20:19:29 +0000

Great advice, Tanmay. You touch on keeping emotions in check when receiving negative feedback, but it’s just as important to do so when giving it!

It’s best to provide feedback of any kind as soon as possible, but if it’s going to be an uncomfortable conversation, you certainly want to wait long enough to ensure you don’t conduct it in anger.
Andy Klein´s last blog ..Organisational change needs leadership of employee creativity

Comment on 5 Pointers For Effectively Dealing With Negative Feedback by Deborah Fike

Deborah Fike — Fri, 03 Sep 2010 17:13:56 +0000

Really, really great advice. Especially the “don’t act immediately” on the receiving end. That’s the hardest part for me, but one of the most important things to making the most of feedback.
Deborah Fike´s last blog ..New Fellowstream Feature- The Inbox

Comment on 5 Pointers For Effectively Dealing With Negative Feedback by Tanmay

Tanmay — Fri, 03 Sep 2010 12:28:00 +0000

@Neil - Thanks for adding that methodical approach to feedback sharing by Barbara Minto, which only makes feedback sharing mechanism more systematic. This method surely makes a lot of sense to follow along with the points mentioned in the post. Feedback sharing is both an art and science - art because each feedback that is given has a unique context and there are finer elements that come to play in this process. Science because it can be structured in a process and the way it should be approached.

Thanks again for sharing that system of communication. Have a great weekend!

Best,
Tanmay

Comment on 5 Pointers For Effectively Dealing With Negative Feedback by Tanmay

Tanmay — Fri, 03 Sep 2010 12:23:07 +0000

@Jay - Thanks for re-iterating the points you liked. You make a great point - people don’t get fun when sharing negative feedbacks. They do it because they care for your performance.

Best,
Tanmay

Comment on Great Leadership: Beware of These Nine I’s by Tanmay

Tanmay — Fri, 03 Sep 2010 12:21:44 +0000

@Paul - There are leaders who fulfill these requirements and when they get to the top, you get a clue about what works in such organizations. It also tells a great deal about the organization itself. Invidious is a great addition for sure - overly criticizing is one, and criticizing on things that a leader himself cannot do.

Best,
Tanmay

Comment on Great Leadership: Beware of These Nine I’s by Tanmay

Tanmay — Fri, 03 Sep 2010 12:19:35 +0000

@Jay, @Megha - Thanks for the comment and I am glad you found it useful. Keep reading/commenting.

Best,
Tanmay

Comment on 5 Pointers For Effectively Dealing With Negative Feedback by Conor Neill

Conor Neill — Fri, 03 Sep 2010 10:33:36 +0000

Barbara Minto was the creator of a system of communication that is now the “norm” at most top consulting companies. One element that I never forget from her approach is to follow a 4 step dialogue:
1) Situation - the context, a set of facts we both agree on
2) Complication - focus on one area that something is not as expected
3) Question - why is it not as expected? Get some input of facts from the other person
4) Answer - Now you can present your case based on the common ground created and using the facts that have been jointly agreed
Conor Neill´s last blog ..Five telltale signs of a workplace that needs more courage

Comment on 5 Pointers For Effectively Dealing With Negative Feedback by Jay Chhaya

Jay Chhaya — Fri, 03 Sep 2010 06:05:42 +0000

Absolutely factful post.
All points plotted for giving and receiving negative feedback are very true, practical and to the point.
I liked 1 point in each:
Share perspective: Building a stage / backgroud is very important when we are commenting on other. It helps the person understand our view point and point dont get misunderstood.
Don’t react immediately: This is very important as it is the most common human error we tend to make when we are getting negative feedback. We need to give ourself some time to settle down and this helps to change our mind set and then re-think on the issue positively.

There is no better learning other than realising our mistakes and limitations and start working out positvely on them. Only those who care for us and our grwoth, shares negative aspects of our’s with us. It’s just the way we share and take them, that matters.

Thanks for such a good informative post Sir.
Have a nice weekend ahead!

Regards,
Jay Chhaya

Comment on Great Leadership: Beware of These Nine I’s by Parallel Project Management Training

Parallel Project Management Training — Wed, 01 Sep 2010 17:55:47 +0000

Sad to say that I know some leaders who fulfill all these requirements. It’s amazing that they get to the top. Maybe you should add invidious to your list. A tendency to overly criticise others.
Parallel Project Management Training´s last blog ..Frontpage Categories

Comment on Great Leadership: Beware of These Nine I’s by Megha Mehta

Megha Mehta — Wed, 01 Sep 2010 08:27:35 +0000

you have mentioned each and every topic in this post. All the 9 points are too important but as from team’s perspective Leader must be attentive to team at least. Team always follow the Leader so to be good leader these are the points must be have in mind.
Thanks a Lot for again a very good Topic!

Megha

Comment on Great Leadership: Beware of These Nine I’s by Jay Chhaya

Jay Chhaya — Wed, 01 Sep 2010 04:50:18 +0000

nIce topIc to start the day.
Very InformatIve and to the poInt.

Enjoy the DrizzlIng day!!

Regards,
Jay Chhaya

Comment on ‘Their Work’ Versus ‘My Work’ by Tanmay Vora

Tanmay Vora — Wed, 01 Sep 2010 03:10:15 +0000

@Glyn - You make a great point. A lot depends on how people are managed. I think that leadership is at the core of employee engagement, and your point just validates that thought.

I have seen that any reasonably talented individual who wants to do a great job will not stick to a dysfunctional system for long - unless he/she has no other options. But yes, till the time they understand the workplace dynamics, they suffer a lot.

Thanks for adding to this conversation!

Best,

Tanmay
Tanmay Vora´s last blog ..Great Leadership- Beware of These Nine I’s