Guidelines for Constructive Feedback

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The following is a short book preview (with 11 guidelines for constructive feedback) contributed by the Ohio State University Leadership Center.

The Power of Feedback
Manuel London, New York: Routledge Publishers (2014)

  • “Don’t blame people for negative outcomes.
  • Don’t compare people.
  • Focus on behaviors, not personal characteristics.
  • Attribute good performance to internal causes.
  • Recognize when a team should be praised.
  • Be specific about ways to improve performance.
  • Allow a controlled expression of feelings.
  • Increase goal clarity.
  • Challenge the recipient to do better.
  • Increase the recipient’s sense of independence and self-control.
  • Encourage and reinforce a can-do attitude (p. 8).”

The Power of Feedback is available from the OSU Leadership Center.

Learn how the Ohio State University Leadership Center is inspiring others to take a leadership role that empowers the world at the OSU Leadership Center website.

Jim Canterucci

I don’t know everything. But I want to. The focus of our firm, Transition Management Advisors, is to develop leadership capabilities to create a championship culture, generate innovation, and successfully lead the resulting changes.

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On August 14, 2017
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