In the previous lesson, we explored the Action, Outcome, Alternative Action (AOA) model that can be used when giving generic feedback. We also looked at the things to avoid if you want to provide feedback in a simple, clear, and concise manner.
All well and good when things are generic. What about times when you are offended and angry? Also, how do you provide feedback in a manner that does not make the recipient feel attacked by you? These are the questions that we seek to answer in this lesson.
The video that you are now about to view includes an illustration that demonstrates how to provide feedback when one is hurt.
This video illustrates a situation, where Aamir, an executive, is deeply offended at being rebuked by Reema, his manager, on a conference call also involving his colleagues. Study the interaction carefully. We will be debriefing the video later.
Sanjay: “Hi Reema.”
Reema: “Hi Aamir.”
Aamir: “Do you have time for a quick chat?”
Reema: “Yeah, sure.”
Aamir: “Reema, this is with reference to yesterday’s telephone call.”
Reema: “Hmm…”
Aamir: “I felt rebuked on telephone meeting yesterday, that too in front of my team members. When I am humuliated like that in public, it effects me very deply, it’s makes me feeling demotivated, in a way I cannot describe. And I lose focus on work after that.
But, that’s not the worst thing, Reema.
The worst thing is, when I am treated like that, my team members and peers tend to take me lightly.
And given the project that we have, it’s very hard to drive results of people don’t take you seriously.
So, what I am saying is this, I welcome all developmental feedbacks, especially from you. All I am asking is that, can you give me this feedbacks on a one-on-one basis?
”
Reema: “Ok, fair enough. I see what you are saying, and I’ll keep that in mind from next time onwards.”
Dear Participant, please click on the ‘Mark Complete’ button below to proceed to the next lesson.
