Mastering feedback: why it’s challenging and tips for providing constructive input
The world of feedback can sometimes feel like a graceful dance. Personally, I’ve always enjoyed giving positive feedback, but there was a time when I became hesitant and even avoided giving constructive feedback. The fear of causing harm or disrupting team dynamics took hold of me, making me search for the perfect words to avoid hurting anyone’s feelings.
Interestingly, despite my apprehensions, I found myself craving feedback from others. I longed for the insights and guidance of my manager and coworkers, hoping they could shed light on areas where I could improve. Deep down, I knew I wasn’t perfect and believed their feedback could help me grow. It was a paradoxical situation — I wanted constructive feedback while hesitating to provide it myself.
Feedback plays a vital role in personal and professional growth. It offers fresh perspectives and helps us see blind spots that we might miss on our own. But why does the process of giving and receiving feedback often feel like a daunting puzzle?
In this article, I delve into the importance of constructive feedback, the challenges we face when giving it, and practical strategies for delivering impactful feedback.
What do I mean by feedback?
Feedback encompasses every outcome that emerges from our actions. Typically, when we discuss feedback, we tend to focus on the negative aspects, also known as critical or constructive feedback. However, I prefer to emphasize the term “constructive” because it underscores our intention to offer a thoughtful observation rather than criticize the recipient’s actions.
But hold on, there’s more to feedback than just constructive criticism. Allow me to shed light on the significance of positive feedback. Picture this: timely, specific words of appreciation hold immense value. We, humans, tend to fixate on critical remarks about ourselves, vividly recalling them, even when they’re delivered with good intentions and in the best possible manner. Consequently, if we receive an equal number of constructive and positive messages, we may end up feeling excessively criticized. Finding a harmonious balance in our feedback exchange ensures the recipient feels uplifted, appreciated, and motivated to grow.
What makes giving feedback challenging?
Giving feedback can be a daunting task, and it’s essential to understand why. Fear often takes center stage, manifesting as the fear of rejection, failure, or simply not being good enough. We may worry about how others will perceive us or our work, fearing that the feedback we provide will only confirm our deepest insecurities. However, if we genuinely strive for the best outcomes, we must confront and overcome these fears, embracing the value of feedback.
Imagine sitting down to deliver constructive feedback, only to find yourself bombarded with your heart racing. Even though it’s just words, the psychological perception of potential conflict triggers our brain’s fight-or-flight response, intensifying our internal struggle.
Another reason we may shy away from giving feedback, as I often did, is our desire to maintain positive relationships within our teams. Some of us may even consider our co-workers' friends. We often go to great lengths to preserve these social connections, even if it means avoiding addressing areas where improvement is needed.
Despite these concerns, if you aspire to be an effective designer, providing constructive feedback becomes a non-negotiable necessity.
Giving specific situation feedback
Discovering the key to feeling more at ease while providing constructive feedback was a game-changer for me. I realized that everyone, including myself, needs constructive feedback to foster growth. Interestingly, most individuals actually desire it! In fact, being direct with someone about a behavior they can change, which will benefit their career, is an act of genuine care.
Let me share a little gem that my manager once introduced to me — the Situation-Behavior-Impact™ (SBI) method. This powerful framework became my go-to tool for delivering feedback with precision. So, let’s dive into how I wield the SBI method to provide effective feedback:
🎬 Setting the stage for the situation
To provide meaningful context and relevance, transport yourself to a specific moment. Illuminate when and where the observed behavior took place, painting a vivid picture. Avoid generalizations like “you always” or “you never,” as they tend to trigger defensiveness and invite counterarguments. Instead, focus on the facts — when and where the issue occurred For instance:
“During our project review meeting last week, when discussing the client’s feedback on the user interface…”
By anchoring your feedback in a tangible situation, it gains authenticity and resonates with the designer.
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👀 Highlighting the observed behavior
Resist the temptation to delve into internal thoughts and emotions — those are beyond our reach. Like the tip of an iceberg, behaviors represent the visible part, giving us valuable insights. Consider examples like:
“I noticed that during the call, you interrupted the client multiple times while they were expressing their concerns and opinions.”
By highlighting an observable behavior, you create an opportunity to address and rectify the issue constructively.
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⚠️ Highlight the consequences and effects
Next, shed light on the impact of the observed behavior. Articulate how it affects the client relationship, the overall project outcome, or even your own feelings. Consider impacts such as:
“By interrupting the client, it conveyed a lack of respect for their perspective and hindered open communication, potentially undermining our working relationship.”
By emphasizing the consequences, you help the designer understand the significance of their actions.
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🤝 Establish a connection and strive to understand their viewpoint
At this point, you’ve delivered feedback that acknowledges the negative impact. Take a breath and create space for a two-way conversation. The recipient may be taken aback or genuinely unaware of the impact they had. In the best-case scenario, they may already recognize the issue and be eager to address it. Either way, you’ve initiated a dialogue that paves the way for growth and improvement.
Essential hacks to nail feedback
🤝 Forging bonds of trust
Meaningful feedback often arises from trusted allies — those who deeply appreciate and value our creative work. Cultivating a shared sense of trust serves as a vital bedrock, empowering designers to wholeheartedly embrace feedback, as it emanates from a genuine place of support and comprehension.
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🌍 Contextualize your feedback
The true essence of design feedback lies in its seamless integration with project goals and the metrics that define success. It is crucial to ensure that the motivation behind your feedback remains firmly grounded in these objectives. Feedback that veers away from these goals often delves into personal aesthetic preferences, offering limited practical value. By keeping the context at the forefront, your feedback becomes a powerful tool in driving tangible results.
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📐 Provide clarity and precision
Unclear feedback can hinder progress and provide limited guidance. Statements like “It doesn’t resonate with me” or “It lacks impact” may lack specificity and actionable insights. Instead, it is vital to frame feedback in a clear and specific manner, pinpointing the areas it pertains to — whether it be usability, layout composition, color choices, or other relevant aspects.
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🗣️ Explain your feedback
Rarely does feedback go unchallenged without seeking further clarification. As a designer, it is your responsibility to question every aspect of the feedback you receive and you will be asked to do the same too. Whether it’s a request or a vague statement like “I don’t like this,” be ready to engage in thoughtful dialogue and delve deeper to understand the underlying reasoning.
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🎨 Focus on design, not the designer
It is crucial to maintain a discussion centered on the work, free from personal implications. By refraining from the excessive use of personal pronouns when describing the design, we create a space where critiques remain objective and growth-oriented. For instance, instead of saying “You’ve made a mistake in choosing these fonts,” opt for a more design-centric approach like “Exploring different font choices could enhance the overall aesthetic.” This approach ensures that our feedback remains design-oriented, allowing for constructive insights and empowering the designer’s creative journey.
Conclusion
We find ourselves dancing delicately between the desire to receive valuable insights and the fear of delivering constructive input. Yet, feedback holds the key to unlocking personal and professional growth, offering fresh perspectives and illuminating blind spots. In this journey of mastering feedback, we have explored the significance of constructive and positive feedback, the challenges we face when giving it, and practical strategies for delivering impactful feedback.
So, let us step onto the dance floor of feedback with confidence and empathy, knowing that through our words and insights, we can uplift and empower one another and create a culture of continuous improvement.
