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Code of Conduct

Feedback is communicating to an individual, or a group, how their behavior has affected you or others. One of a leader's responsibilities is to create and utilize a forum for open, constructive communication in which feedback is an important aspect.

Effective Feedback

• Is honest and has a positive purpose
• Keeps the relationship intact, open and healthy
• Validates the feedback process in future interactions
• Can he heard by the receiver

  Effective feedback, both positive and constructive, is helpful to others. When you give feedback you are offering information that will hopefully be useful to another person. Feedback is not criticism. Criticism is effective; feedback is descriptive.

Characteristics of Effective Feedback:

• It is specific rather than general.
  To be told that one is "dominating" will probably not be as useful as to be told that "You were not listening to what the others said, but I felt I had to agree with your arguments or face an attack from you."



• It is focused on behavior rather than on the person.
  It is important that we refer to what a person does rather than to what we think or imagine he/she is.



• It takes into account the needs of the receiver.
  It should be given to help, not to hurt. It is directed toward behavior that the receiver can do something about.



• It is solicited, rather than imposed.
  Feedback is most useful when the receiver has formulated the kind of question that those observing can respond to.



• It involves sharing of information.
  Not simply a giving of advice.



• It is well timed.
  In general, immediate feedback is most useful (depending on the person's readiness to hear it). Excellent feedback presented at an inappropriate time may do more harm than good.



• It is checked to ensure clear communication.
  Encourage the receiver to rephrase the feedback received. No matter what the intent, feedback can be threatening so consider what and how you can best provide feedback.

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