Giving tough feedback? Use these 3 techniques.

Giving tough feedback? Use these 3 techniques. But you can still make the feedback easier to hear. Say: “Bob, unless we fix this, it’s going to derail your career. You’re much too important

to the organization, and to me, for us to let that happen.” 2) Bob doesn’t understand it. Your feedback is unclear—probably because it’s too general. Use the VIDEO CAMERA technique. Be

specific. Stick to what Bob did or didn’t do, said or didn’t say—concrete behavior that, if you made a movie about Bob, anyone in their right mind, even Bob, would observe it. Bad: “You were

unprofessional at the client meeting.” (“Unprofessional” is an interpretation, not observable behavior. There are 1001 ways to be unprofessional.) Advertisement: Still bad: “You seemed

highly agitated.” (You can’t see agitation.) Better: “I noticed you gulped down 10 pills the size of horse tranquilizers. Then you galloped out of the meeting. Later, I heard some

whinnying.” 3) BOB DOESN’T KNOW WHAT TO DO ABOUT IT. The whole purpose of feedback is to influence the future. The past is dead. If you only talk about the past, that’s criticism. Criticism

sounds bad: “Bob, you screwed this up, you screwed that up, you screwed everything up. You’re a screw-up!” That’s a tough message to motivate with. Use FUTURE-FOCUSED feedback. Be the coach

who pulls a player off the field, whispers a few words of advice and encouragement, then sends him back out. Say these three key words: “The next time . . . TIP: Make sure your feedback is

heard, understood, and actionable. _© Copyright 2012 Paul Hellman. All rights reserved._ Close Modal BOSTON.COM NEWSLETTER SIGNUP BOSTON.COM LOGO Stay up to date with everything Boston.

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