Before we jump into the content one very important reminder: Giving feedback is not just about pointing out what needs improvement; It's as much about giving specific praise; it’s about nurturing growth and protecting the individual's identity.
Giving feedback needs to consider two things: Number 1: Human identity is vulnerable. And number 2: Change requires specific new behaviors.
This is why SBI feedback is so powerful. It does not hurt someone's identity while making clear how the recipient could have acted differently.
Effective feedback goes beyond words. The mindset of both the provider and recipient plays a crucial role, as does body language. It's not just what you say, but how you say it.
In our teaser email, we announced "The Line" as the most powerful tool in psychology for which you only need a pen, a paper, and to draw a line. What do you think? Do you agree?
We absolutely love the simple image that helps to locate us 👇 below or ☝️ above the line. Try it :).
In the session you spent quite some time preparing great feedback for one of your teammembers. So now it is time for the Moment of Truth.
When and in which situation are you going to give your developed SBI feedback?
As Mr. Armstrong once said: "It's one small step for planning, but a giant leap for learning" or something like this... Take that giant leap by taking a small step and do the buddy session.
