You want to improve your communication skills. How can you use feedback to do it?

Here is my opinion how to do effective feedback: Encourage Open Dialogue: Create a culture where feedback is welcomed and valued. Use surveys, feedback forms, or regular check-ins. Diverse Channels: Offer multiple ways for feedback - in-person, email, social media. This ensures you hear from a broad audience. Act on It: Show you’re listening by acting on feedback. Implement changes where needed and communicate back what you've done. Seek Constructive Feedback: Specifically ask for detailed, constructive feedback to improve. Avoid yes/no questions to get richer insights. Regular Review: Set a routine to review feedback. Analyze patterns or recurring themes to identify areas for improvement or innovation.

Actively seek feedback from colleagues, friends, mentors, or supervisors regarding your communication skills. Ask for specific examples of areas where you excel and areas where you can improve. Approach feedback with an open mind and a willingness to learn. Resist the urge to become defensive or dismissive, and instead, view feedback as an opportunity for growth and development.Take time to reflect on the feedback you receive. Consider how it aligns with your own observations and perceptions of your communication skills. Identify patterns or recurring themes in the feedback that may indicate areas for improvement.

Here are my ideas to improve communication for giving feedback: 360-Degree Feedback: Use feedback from everyone—peers, bosses, clients—to identify where you can improve. Be Specific: Ask for detailed feedback on specific actions or projects, like the clarity of your sustainability goals in a presentation. Regular Feedback Sessions: Schedule consistent times for feedback, making it part of the routine. Improve Skills: Participate in workshops to refine communication techniques and adapt styles. Reflect and Act: Reflect on feedback received, then make an action plan to address improvements or strengthen areas of success.

O feedback precisa ser construtivo como foco nos softskills proporcionando melhoria sempre e alinhando um plano de ação! É o momento que podemos sinalizar pontos fortes e pontos fracos com base na coleta de informações sejam elas por feedbacks de outras áreas (360) ou pela análise da própria liderança direta.

My ideas to effectively give feedback: Purposeful Feedback: Start with clarity on why you're giving feedback. Is it to improve a skill, correct a misunderstanding, or encourage growth? Be Specific & Constructive: Focus on specific behaviors or outcomes, suggesting actionable ways to improve. Avoid vague comments. Timeliness Matters: Offer feedback soon after the event, while details are fresh, making it more relevant and impactful. Respect & Support: Approach feedback with empathy, acknowledging efforts and framing suggestions in a positive, supportive manner. Avoid Personal Criticism: Keep feedback focused on actions or communication, not personal attributes. Aim to foster understanding and growth.

"Escuchar la retroalimentación es como afinar un instrumento: cada nota, por más suave que sea, contribuye a la armonía y excelencia del resultado final."

Becoming good at receiving feedback is a skill, here are some ideas: Stay Open & Curious: Approach feedback with a mindset ready to learn. Be open to seeing things differently. Active Listening: Focus fully on the feedback, ask clarifying questions, and paraphrase to ensure understanding. Express Gratitude: Show appreciation for the feedback. It reflects respect for the giver's effort and expertise. Reflect & Analyze: Take time to think about the feedback. What's the core message? How can it guide your growth? Action Plan: Use the feedback to set specific improvement goals. Track your progress and adjust as needed.

Analisar e avaliar os pontos levantados no feedback, criando estratégias de melhorias para os pontos sinalizados como oportunidade de crescimento e progresso, além de fortalecer os pontos fortes.

Importante é que o feedback tenha sempre o foco na melhoria contínua e na evolução do colaborador. O mediador precisa analisar e oferecer juntamente com o feedback um plano de ação para atingimento dessa melhoria.