1. The intention of your feedback may be more important than your content. Ask yourself: what is my purpose in giving this feedback to this person right now?
2. Be liberal with your offering of feedback about strengths and what is going well.
3. Feedback needs to be well timed and given in a nonjudgmental way.
4. Check to determine if the other person is ready for feedback, if not ask what they need to be ready and receptive.
5. Feedback is more helpful when it is concise, clear and straightforward.
6. Feedback is more effective when it is focused on observable and specific behaviours.
7. To offer effective feedback we must also be open to receiving feedback.
8. Ongoing feedback in small dosages is more productive than saving it up for a year end review.
9. Avoid global feedback, focus on specific behaviors and actions.
10. When trust and safety is strong others will be more open to constructive feedback.
11. Whether you are giving or receiving feedback it is helpful to remember that feedback often says as much about the person giving it as the person receiving it.
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