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Last week\u2019s Thought for the Week, was about \u201cA Curious Case of Self-Worth<\/em>\u201d and I hope you found that stimulating. You can find previous posts here in my blog.<\/p>\n I shared how I discovered that self-worth is the foundation stone to our well-being and, until we truly value ourselves and our worth, personal development can be a real challenge. This may seem really obvious, but not always.<\/p>\n Last week was the closing session of The Communication Code Group Coaching Programme and, when talking about their key takeaways, all participants said how they communicate is all based on how they see and value themselves. I always feel so privileged on these programmes to witness the participants\u2019 transformation week-by-week.<\/p>\n And I always ask for feed back on my programmes because I have learned that this is always transformational.<\/p>\n I used to feel quite fearful when I knew someone was going to give me feedback!<\/p>\n Until I started to receive feedback in a way that was transformative, rather than detrimental. So, now I enjoy receiving and seeing feedback that is given with a positive intention to help others build confidence and grow.<\/p>\n Can you remember a time when you had some rubbish feedback that left you feeling totally demotivated and unappreciated?<\/p>\n \u201cWhat is the shortest word in the English language that contains the letters: a b c d e f? Answer: feedback. Don\u2019t forget that feedback is one of the essential elements of good communication.\u201d<\/strong> What\u2019s your <\/em>experience of feedback?<\/p>\n You may well be familiar with this Feedback Model that I\u2019m about to share with you, or you may not. Either way, I hope that you will find it useful and please feel free to share this. Whilst this model is used in a Corporate situation, it will work for business owners and anywhere feedback is given.<\/p>\n To make it easier, I am going to first write an example of some feedback. Let\u2019s assume that Jane is having a review with her line manager, John \u00a0\u2026<\/p>\n John:\u00a0\u00a0\u00a0 Hi Jane, come in, how are you today?<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 I\u2019m well thanks John, how are you?<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 I\u2019m well too thanks Jane. So, how are things going for you in your role?<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 OK, I think! You tell me!<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 I will. First though, I\u2019m interested to hear how it\u2019s going for you. What do you think is\u00a0<\/em><\/span>going well?<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 Well, I suppose I have met my KPI\u2019s and I am enjoying the role.<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 Yes you have achieved your KPI\u2019s. Well done Jane. I really like the way you have\u00a0<\/em>approached your tasks and have built good relationships with the team and key\u00a0<\/em>stakeholders. What else is going well for you?<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 Well, I guess I find it easier to say what I\u2019m not doing well rather than what I am\u00a0<\/em>doing well! Hmmm, well I was really pleased to receive those thank you letters from <\/em>clients, and I do get on well with people.<\/em>\u00a0<\/em><\/span><\/p>\n John: \u00a0\u00a0 Yes, I felt quite proud when you received those letters and I have noticed how well you <\/em>get on with people. Could I also tell you what I like about the way you work?<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 Yes<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 I really like your approach when dealing with complaints and the way you listen to <\/em>people, ask questions about the issue, summarise to check your understanding and\u00a0<\/em>show them you have understood. I think this gets them on side and makes it easier to\u00a0<\/em>move forward to finding a solution.<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 Thank you!<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 What do you find more challenging in your role?<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 Well, complaints can be challenging and it\u2019s not always easy to listen when they are\u00a0<\/em>shouting.<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 OK, so what I have noticed is that you do listen and calm them down. And I haven\u2019t\u00a0<\/em>received any complaints on your work Jane.<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 That\u2019s good to hear.<\/em>\u00a0<\/em><\/span><\/p>\n John: \u00a0\u00a0 What else do you find challenging?<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 Well, I have to say that I don\u2019t enjoy taking minutes in team meetings and find it\u00a0<\/em>challenging writing them up afterwards.<\/em>\u00a0<\/em><\/span><\/p>\n John: \u00a0\u00a0 I\u2019m glad you told me you find that challenging. If we had someone else who <\/em>could do it and enjoyed it that would be the ideal. However, we don\u2019t. So, what would\u00a0<\/em>make that work better?<\/em>\u00a0<\/em><\/span><\/p>\n Jane: \u00a0\u00a0 Well, I appreciate that we can\u2019t record meetings for confidentiality reasons otherwise\u00a0<\/em>that would help. I don\u2019t know really.<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 What have you already tried?<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 I have tried making shorter notes but then when I read them back to type them up, I\u00a0<\/em>can\u2019t always remember what was being said.<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 What else have you tried?\u00a0<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 I don\u2019t know what else to try to be honest.<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 Could I make a suggestion?<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 Yes please!<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 Well, I believe we have an approved transcribing app that you could use to help you.\u00a0<\/em>I know that Bob in HR knows more about it, so you could ask him.<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 Really? That would be great. I\u2019m going to go and ask Bob right after our meeting!\u00a0<\/em>Thanks John.<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 It\u2019s a pleasure Jane and I hope that helps so minute-taking gets easier! Is there\u00a0<\/em>anything else you\u2019re struggling with Jane?<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 I made a mistake the other day on that report didn\u2019t I!<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 Yes you did and you dealt with it. So, what would you do differently next time?<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 I am going to create a template for this kind of report with a table for stats. Then I\u2019ll\u00a0<\/em>put the stats in first then use \u201cfour eyes\u201d and get someone to check the figures! Then\u00a0<\/em>I\u2019ll finish the report.<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 That sounds like a good plan! I like that solution, let me know how it goes. Is there\u00a0<\/em>anything else you\u2019d like to discuss today Jane before we close?<\/em>\u00a0<\/em><\/span><\/p>\n Jane: \u00a0\u00a0 No, that\u2019s it! I have to say that I actually enjoyed this meeting, I was nervous at the\u00a0<\/em>beginning, but feel much better.<\/em>\u00a0<\/em><\/span><\/p>\n John:\u00a0\u00a0\u00a0 Well, know that you\u2019re doing a great job Jane. Thank you for all you\u2019re doing and you\u00a0<\/em>come and see me any time you need to.<\/em>\u00a0<\/em><\/span><\/p>\n Jane:\u00a0\u00a0\u00a0 Thank you.<\/em><\/span><\/p>\n So, who was giving the feedback?<\/p>\n Yes, Jane pretty much gave her own feedback there.<\/p>\n So, what goes wrong in feedback sessions then?<\/p>\n So, when we are always looking for a Win-Win, then of course everybody wins.<\/p>\n So, my first experience of real developmental feedback was over 30 years ago and it has stayed with me throughout my career and running a business and when I have used this model, it works every time because it builds on that foundation of self-worth in everyone.<\/p>\n Tom Rath is an\u00a0author and researcher\u00a0who has spent the past two decades studying how work can improve human health and well-being and here is one of his well-known quotes:<\/p>\n \u201cEmployees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They\u2019re just more engaged at work.\u201d<\/strong> As always, I will leave you with that thought.<\/p>\n Receive this Free Empowering Blueprint now:\u00a05 Ways to Be Seen, Connect and Have Impact\u00a0Starting Now<\/strong><\/a><\/span><\/p>\n And why not book a complimentary consultation where we can discuss how you can value who you truly are, how to have great feedback sessions and make sure you receive constructive feedback. You can choose a slot HERE<\/strong><\/a>.<\/span><\/p>\n With best wishes for your success!<\/p>\n Korinne<\/em>\u00a0<\/span><\/strong><\/p>\n Korinne Le Page<\/strong> Last week\u2019s Thought for the Week, was about \u201cA Curious Case of Self-Worth\u201d and I hope you found that stimulating. You can find previous posts here in my blog. I shared how I discovered that self-worth is the foundation stone to our well-being and, until we truly value ourselves and our worth, personal development can…<\/p>\n","protected":false},"author":176728601,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","_crdt_document":"","advanced_seo_description":"","jetpack_seo_html_title":"","jetpack_seo_noindex":false,"_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[97],"tags":[],"class_list":["post-2415","post","type-post","status-publish","format-standard","hentry","category-uncategorised"],"jetpack_featured_media_url":"","jetpack_likes_enabled":true,"jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/pgKEDA-CX","amp_enabled":true,"_links":{"self":[{"href":"https:\/\/thrive-coaching.biz\/test.thrive-coaching.biz\/wp-json\/wp\/v2\/posts\/2415","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/thrive-coaching.biz\/test.thrive-coaching.biz\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/thrive-coaching.biz\/test.thrive-coaching.biz\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/thrive-coaching.biz\/test.thrive-coaching.biz\/wp-json\/wp\/v2\/users\/176728601"}],"replies":[{"embeddable":true,"href":"https:\/\/thrive-coaching.biz\/test.thrive-coaching.biz\/wp-json\/wp\/v2\/comments?post=2415"}],"version-history":[{"count":15,"href":"https:\/\/thrive-coaching.biz\/test.thrive-coaching.biz\/wp-json\/wp\/v2\/posts\/2415\/revisions"}],"predecessor-version":[{"id":2431,"href":"https:\/\/thrive-coaching.biz\/test.thrive-coaching.biz\/wp-json\/wp\/v2\/posts\/2415\/revisions\/2431"}],"wp:attachment":[{"href":"https:\/\/thrive-coaching.biz\/test.thrive-coaching.biz\/wp-json\/wp\/v2\/media?parent=2415"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/thrive-coaching.biz\/test.thrive-coaching.biz\/wp-json\/wp\/v2\/categories?post=2415"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/thrive-coaching.biz\/test.thrive-coaching.biz\/wp-json\/wp\/v2\/tags?post=2415"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\n<\/strong>-Anonymous-<\/strong><\/span><\/p>\n\n
\n<\/strong>-Tom Rath-<\/strong><\/span><\/p>\n
\nP.S. Ask me about the next Communication Code Group Programme<\/a><\/span><\/strong>
\nwww.CommunicationCode.co.uk<\/a><\/span><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"