Team Building Tips

1. Focus on the positive. Comment on what the person did well before you comment on what they could have done better.

2. Stick with the concrete facts. Offer feedback on what you have actually seen the person do or what you've actually heard them say.

3. Don't get personal. While this is your own opinion, be sure that it's based on professional criteria and not personal emotions or reactions.

4. Be specific. Don't speak in general terms about what the person "always" does. Instead, speak about specific instances (see # 2).

5. Be realistic. Focus on behaviour that can be changed, not on things that are outside of someone's control.

6. Be understanding. Ask questions to clarify what has been said or done to make sure that you understand the context of the behaviour.

7. Think it through first. Before speaking, consider what the effect will be. What is the possible value of the feedback? Could there be harmful repercussions?

8. Be respectful. Always speak to the person in private, and don't discuss the feedback with anyone else.

9. Be constructive. Give clear direction and examples of how you suggest the person speak or act differently the next time.

10. Give breathing room. Give space for people to absorb and respond to your feedback.

It's likely that you and the person you're giving feedback to share a common goal of getting the job done well. Your task of giving feedback will be much more satisfying and effective when you make the effort to apply these tips.

© Sonya Welch-Moring, 2008 onya Welch-Moring is the Director of Coaching Cultures, a UK-based professional services company specializing in reconciling conflict and bridging differences in organisations. Sonya holds an MSc in Human Resource Development, a Diploma in Systemic Management and is a Professional Certified Coach with the International Coach Federation. If workplace conflict is interfering with your success, visit www.coachingcultures.com for your FREE report on Maintaining Harmony at Work.