Leadership and People Management

Giving Feedback

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The main objective of this technical note is to examine in depth the theoretical bases that enable a better understanding of the different reactions there are to feedback, as well as to improve the effectiveness and quality of communication in the work environment. The intention is to answer the following questions: What factors are involved in determining feedback? What is the most appropriate method to prevent the recipient reacting emotionally? What does the strength-based approach entail? What does feedforward entail? The note focuses mainly on the person who provides the feedback, the different approaches there are for doing it and the emotional framework that the giver can create. This technical note complements the technical note "Receiving Feedback" (DPON 140 E), in which we dealt with the emotional reactions that can be experienced when receiving feedback. The process of giving and receiving feedback, although it is usually perceived as a purely rational task, is often influenced by affect in the giver (evaluator) and in the recipient of the feedback. Both parties may experience emotions, especially when giving and receiving feedback do not form part of the usual procedure, which can make it difficult to manage the feedback effectively. Sometimes emotional reactions can be unavoidable, which is why they should be addressed not by attempting to deny or eliminate them but rather by anticipating, recognizing and managing them effectively.
Bibliographic citation: Elghanayan, Ruben; Gallego, Sheila; Ribera, Alberto, "Giving Feedback", IESE, DPON-148-E, 07/2018
Date: 30/07/2018
Author(s): Elghanayan, Ruben; Gallego, Sheila; Ribera, Alberto
Document type: Technical Note
Department: Managing People in Organizations
Languages: English

Learning objective This technical note is aimed at program participants as reading material prior to the start of an executive coaching, peer coaching or team coaching process.