When working with groups I often ask, “what did you do well?” And “what could you do better?” But the “do better” feedback is not very helpful as it feels more like criticism.
However this model of asking for performance feedback and giving advice is much better. It seems that both giver and receiver feel more empowered. The giver, by being able to offer value. And the recipient by getting some actionables to focus on in their development.
When working with groups I often ask, “what did you do well?” And “what could you do better?” But the “do better” feedback is not very helpful as it feels more like criticism.
However this model of asking for performance feedback and giving advice is much better. It seems that both giver and receiver feel more empowered. The giver, by being able to offer value. And the recipient by getting some actionables to focus on in their development.
I am going to use this. Thank you!
onplanners