Sie stehen einem defensiven Kollegen in Diskussionen gegenüber. Wie geben Sie effektiv konstruktives Feedback?

I use DIRECT Model Feedback. It’s an approach that reduces resistance while promoting positive dialogue and incorporates self discovery. You open by asking the employee what they did well then add on some ideas of your own. This provides an opportunity to praise for things that went well which can lower defensiveness later on. You then ask what they could do to upgrade. Let them self discover and identify any gaps. You can then add in your constructive feedback and/or agree with their assessment. Then you transition to commitment asking them what they will do next time. Set the expectation and follow up time so that you can circle back in a week or two and see the improvement. This is a method I taught newly promoted managers in the field.

There are several frameworks and approaches that can help you effectively give constructive feedback, especially when dealing with a defensive colleague. One widely used framework is the SBI Model, which stands for Situation-Behaviour-Impact. In addition, consider incorporating the following principles: -Empathy and Respect: Approach the conversation with empathy. -Focus on Behaviour: Direct feedback towards specific behaviours or actions that can be observed and changed. -Collaborative Problem-Solving: Invite them to participate in finding solutions or improvements rather than imposing directives. -Active Listening: Listen actively to their responses and be open to their viewpoint. -Follow-Up: feedback is understood and implemented.

I like seeing the different frameworks here, George mentioned the DIRECT Model and Cecil mentioned the SBI framework. I like the DEAL model as an option too. Describe the situation Express your perspective or feelings Assess potential solutions Lead by example