In the previous lesson, we explored the AOA model that can be used when giving generic feedback. We also looked at things to avoid, which have the potential to complicate matters, when doing so.
All well and good when things are generic. What about times when you’re 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.
This lesson is in a video format
We recognise that some participants prefer reading to listening. If you are one of them, then you can access a transcript of the lesson by clicking on the View Transcript button below the video.
Sanjay: “Hi Reema.”
Sanjay: “I just wanted to talk to you.”
Reema: “Yeah, sure.”
Sanjay: “Reema, this is with reference to our telephonic meeting yesterday.”
Sanjay: “Where I was rebuked, that too in front of my team members. Reema, it impacts me deeply. At such an emotional level, it leaves me feeling humiliated and subsequently demotivated and also unable to focus on my work, it’s worse and still it serves to undermine me in front of my team members. Who then tend to take me lightly, this further impacts my ability to deliver on the project I’m handling. So, I want to request you to give me all the feedback on the development project only one-on-one, rather than in public.”
Reema: “Okay, I appreciate that.”