Giving and receiving feedback

In our Coaching path we have a tool or a procedure that allows us to know what is our trajectory and that of our work team. The "feedback" as it is popularly known is used in Coaching as a way of communication in which we give and receive an opinion about our work or behavior. If we are in front of a work team we need to know what they think about the procedure of action within the company and the feedback is about that. Receiving critical feedback from colleagues is something that greatly enriches our personal and professional growth. We will see some important facts about the application of this practice in our Coaching course.

Interaction.

Feedback can be taken as a negative aspect for some, as it can be annoying at times to receive criticism about our actions. One of the important factors of giving and receiving feedback is that it facilitates a communicative interaction between the work team. This practice always has a bidirectional communicative sense, but sometimes it can become multidirectional when we are in front of a team. With feedback we have the opportunity to know how effective our impact is within the company, as well as that of our colleagues.

Elements of feedback.

In order to understand how feedback works, it is necessary to know that it is always based on actions, therefore, it is important to be open to receive criticism for a better performance in the workplace. For this practice to reserve information would not be so beneficial, because we deprive the other person receiving the feedback of aspects of interest for their improvement. It is also often cumbersome, but if we do not ask for feedback to our team we will miss something that will help us grow as a person.

Feedback in our company.

The feedback within our company makes us have at hand a critical opinion with a positive point of view to improve our behavior and strengthen our performance. The relevance of the feedback process in the work environment is that it should be focused on generating an opinion for reflection and not an order to comply, avoiding any kind of authoritarianism among colleagues and facilitating a constructive interaction. It is important when giving feedback to focus on what the person does and not on what he/she is, because through this method we do not seek to change the personality of our colleagues, but to focus on the actions to be analyzed. For this interactive practice is not necessary to give detours, the more direct we focus the better, the purpose is to have the opportunity to know how much our actions affect the work environment.