Voici comment vous pouvez mettre en valeur votre capacité à fournir des commentaires constructifs lors d’un entretien.

I believe that how you can create a healthy feedback culture in your context is important as well. For example, how do you create a psychologically safe environment, especially in a hierarchical organisation (e.g. military) (e.g. being honest and not punishing people for constructive feedback). Moreover, focus on the action/behaviour, not the person. Look for the good things, and give both positive and negative feedback. Demonstrate gratitude, take action and share updates!

I think understanding the context means first of all creating the conditions of trust to give it the feedback. Trust is never acquired once and for all, so it is a relational driver to be attended to consistently. We can identify at least 3 pillars on which it is based: caring ---> here the reciprocal socio-emotional skills at play are growing empathy and navigating emotions, to lower the volume of fear; consistency ---> between the stated and the pursued, between the purpose made explicit in the agreement and subsequent behaviors; transparency ---> understood as authenticity in feeling and manifesting, to achieve the best alignment between thought, emotion and action.

When interviewing for a leadership or management role, it is important to provide specific examples of your ability to provide developmental/constructive feedback to the people you have led. The primary role of a leader is to develop those who follow you. You wan to be able to provide an example of: 1. Identifying how someone needs to grow and or improve 2. Delivering specific and actionable feedback 3. Sharing how they applied the feedback and the eventual changes and or improvement. Make this example as relevant as possible to the position for which you are interviewing. I find it helpful to write down examples, in real time, so when the opportunity arises I already have a few examples at the ready.

honesty is the best policy! You need to be clear, concise and focus on the value you can offer to the candidate. So many hiring managers wait until after the interview to give feedback, WRONG. The interview is the best time to provide feedback, not just for the skills, but for the salary. There is a fine line between being forward and blunt, however no one wants to go through an interviewing with 4 interviews only to find out at the end, when they are successful, that the salary isn't what they want or expected.

Approach: Respect the candidate's time, create a comfortable atmosphere, use the sandwich method to deliver feedback. Introduction: Casual Opener: "How do you like the weather today?" (This helps establish a rapport and sets a relaxed tone.) Clarification: "Could you elaborate on your experience in [relevant field]?" Feedback: Positive: "I was impressed by your [specific answer]". Constructive: "While your [area for improvement] is strong, you could enhance your [skill] by [suggestion]." Positive Reinforcement: "I'm confident that with a little practice, you'll excel in this area. Your enthusiasm and [positive quality] make you a strong candidate." Conclusion: "Thank you again for your time. We'll be in touch soon with our decision."

When we are in an interview discussion, its important to showcase mentoring skills with right set of examples as how we have helped our mentees with their challenges, what were the action items, how was the review process and the outcomes. This helps to demonstrate the impact as a mentor with actionable instances, how we worked with the feedback and supportiveness.

Demonstrating the ability to provide constructive feedback is crucial in interviews. In a project where I led a cross-functional team, I used the SBI (Situation-Behavior-Impact) feedback model to address a recurring issue. By focusing on specific situations, describing the observed behavior, and explaining the impact, I was able to deliver feedback that was clear, actionable, and respectful. This method not only helped in resolving issues but also built trust within the team. When discussing this in an interview, I would highlight the importance of being specific, as it shows a commitment to both the individual's growth and the project's success. "Thanks for the Feedback" by Douglas Stone and Sheila Heen provides valuable insights.

When discussing your mentoring skills in an interview, precision is paramount. Rather than offering general statements, focus on delineating specific instances and their outcomes. Describe a situation where your targeted advice and support aided a mentee in surmounting a challenging task. Elaborate on the steps taken to ensure your feedback was clear, actionable, and delivered in a supportive manner. This approach emphasizes the thoughtfulness and individualized nature of your mentoring style, underscoring its value in any workplace setting. Providing concrete examples of your mentorship in action demonstrates your capacity to tailor guidance effectively, reinforcing your suitability for the role through tangible evidence.

Ser claro e específico seria minha indicação para esta situação. Tente relatar um exemplo concreto onde deu feedback detalhado que realmente resultou em melhorias significativas. Dessa forma a conseguirá exemplificar como a sua indicação influenciou alguma mudança.

I learned quickly that vague feedback doesn’t help anyone. I remember a particular incident where I told a team member, “You need to be more careful.” That was it. Not surprisingly, nothing changed. So, I decided to change my approach. The next time, I was more specific: “I noticed in the last report that there were some inaccuracies in the data analysis. Double-checking the figures and reviewing the methodology might help catch these next time.” It felt more constructive, and I noticed it made a difference.

When comes mentoring as a skill, we need to focus on how our feedback helped in the growth and improvement areas. Talk to how constructive feedback helped mentees to grow and improvise with skill development, confidence and productivity. Focus on positive areas, guide in the improvements.

My focus is always on how feedback can contribute to personal and professional growth. I frame my feedback in a way that highlights potential opportunities for development. For example, if a team member needs to enhance their presentation skills, I not only provide constructive advice but also recommend resources or training programs. By emphasizing how feedback can open doors to new skills and opportunities, I inspire individuals to view feedback as a valuable tool for their career advancement.

When highlighting your mentoring effectiveness, spotlight the growth and development stemming from your feedback. Elaborate on how your constructive criticism contributed to enhancing others' skills, confidence, or work quality. By underlining the positive outcomes facilitated by your feedback, you showcase its role as a driver for advancement rather than mere criticism. This approach resonates with interviewers, aligning with most organizations' objectives to cultivate continuous improvement among their staff. Emphasizing the transformative impact of your feedback reflects your understanding of the value of mentorship in driving progress and aligns with organizational goals centered on fostering personal and professional development.

When discussing your ability to provide constructive feedback during an interview, focus on how feedback fosters growth. I recall a project where I implemented the "SBI" (Situation-Behavior-Impact) feedback model. In this method, I clearly outlined a team member's behavior, explained its impact on the project, and offered actionable suggestions. This approach not only improved their performance but also enhanced team dynamics. Emphasizing the growth mindset in feedback ensures that the focus remains on development rather than criticism. "Radical Candor" by Kim Scott offers valuable insights into providing honest and constructive feedback while maintaining strong professional relationships.

One thing I’ve come to realize is that feedback should always have growth at its heart. I once had to give feedback to a new hire who was struggling with client communication. I didn’t want them to feel disheartened, so I framed my feedback around their potential: “I can see you’re great at research, but to make an even bigger impact, let’s focus on sharpening your client-facing skills. How about we do some mock calls together?” This way, the feedback was less about what they were doing wrong and more about how they could develop and grow.

Always use real-time examples during an interview to project mentoring skills. Share some success stories where our mentoring has influenced others in their career progression. Showcase how you have added value to develop mentees skills, confidence, guide through the process for positive impacts with outcomes.

Certainly, in an interview, illustrating your mentoring expertise with a concrete example is highly effective. Share a story where your feedback directly impacted a project's success or an individual's career progression. Describe the scenario, the feedback you provided, and the tangible results that ensued. This not only communicates the value you can bring to the team but also underscores your capacity to reflect on and articulate past experiences effectively—a skill set that proves beneficial in any role. Highlighting specific instances of your mentoring impact exemplifies your ability to drive positive change and demonstrates your aptitude for leveraging past experiences to shape future success.

Em uma entrevista de emprego, o fundamental é apresentar evidências para quem está à frente do processo seletivo. Por isso, reúna alguns exemplos poderosos antes de partir para a entrevista. Nesse caso, ao falar sobre sua experiência como mentor, apresente qual foi a situação (com exemplos concretos), e ilustre este exemplo com fatos, dados e argumentos e, principalmente, demonstre o resultado final. Comente como foi sua comunicação com o mentorado, quais estratégias e ferramentas utilizou, como ele recebeu o feedback e descreva se houve a elaboração de um plano de ação.

Usar exemplos em determinados momentos pode agregar, mas cuidado com a utilização disso em demasia. Pois, pode ser interpretado como fábulas que não refletem a realidade concreta. Portanto, é bom utilizar exemplos, mas seja o mais direto e claro sobre o objetivo do exemplo fornecido.

When discussing your ability to provide constructive feedback in an interview, sharing specific examples from your past experiences is one of the best ways. Think back to a time when you offered feedback that helped someone improve or resolve an issue. Describe the situation in simple terms—what was the problem, how did you address it, and what was the result? This approach allows the interviewer to see how you handle real situations and how your feedback made a positive impact. It’s a straightforward way to show that you’re capable of delivering feedback that is both practical and effective.

Demonstrating empathy in feedback is key to effective mentoring. By showing that you understand and respect others' perspectives, you create a supportive environment for growth. When discussing feedback, emphasize how you consider the recipient's emotional state and readiness, and how you tailor your approach to be constructive. This might mean choosing the right time to give feedback or presenting it in a way that motivates rather than discourages. Empathy in mentoring not only fosters trust but also underscores your commitment to helping others succeed.

During an interview, providing constructive feedback through empathy is crucial to maintaining a positive and professional tone. It involves recognizing the candidate’s effort and potential while offering guidance in a supportive manner. Instead of focusing on shortcomings, highlight strengths and areas for improvement by framing feedback as opportunities for growth. Acknowledge the challenges of the interview process, and ensure that the feedback feels collaborative rather than critical. By empathizing with the candidate’s position, you help them remain motivated, engaged, and receptive, creating a constructive and respectful interview experience.

When giving feedback, I always make an effort to understand the person's perspective. For example, if a team member is having difficulty with a project, I consider factors such as workload, personal challenges, or lack of resources. I approach the conversation with a supportive attitude, ensuring they feel valued and understood. This empathetic approach helps build trust and encourages open communication.

Demonstrating empathy when discussing your feedback process is critical as it highlights your understanding and respect for others' perspectives, a key element of effective mentoring. Address how you take into account an individual's emotions and readiness to receive feedback, adjusting your approach accordingly. This may involve recognizing the right timing or framing your advice in an empowering rather than demoralizing manner. By showcasing empathy in your mentoring style, you signal a commitment to valuing individuals and their development journey. This empathetic approach not only fosters positive relationships but also cultivates an environment where growth and improvement can thrive.

Acknowledge challenges and validate emotions using phrases like "I see how that was difficult." Briefly share relatable experiences. Use empathetic language and perspective-taking. In person, use supportive non-verbal cues. Avoid judgment; focus on understanding. Ask questions like "How did that make you feel?" to explore their emotional experience. Transition to feedback with "Given these challenges, here's a helpful approach..." Balance empathy with guidance. Actively listen and summarize to show understanding. Use a supportive tone while maintaining your mentor role. This approach makes feedback more impactful and mentees more receptive.

Show how your feedback is aimed at helping them grow. You can frame your suggestions as opportunities for personal and professional development. For example, instead of saying, "This needs a lot of work," you could say, "I believe if we focus on this aspect, it could really elevate the project's impact." By emphasizing the positive potential of the improvements, you help them see feedback as a stepping stone to excellence rather than a setback. This mindset shift can make the feedback process more motivating and productive.

In a project, I noticed a team member was struggling with task prioritization, which was affecting overall efficiency. I used the SBI (Situation-Behavior-Impact) feedback model to clearly outline the situation, describe the observed behavior, and explain its impact on the project. This approach helped the team member understand the specific areas for improvement and how their performance could enhance the team's success. By following up and providing ongoing support, I observed significant improvement in their task management skills, which positively impacted the project’s outcome. For more on delivering feedback, "Crucial Conversations" by Patterson, Grenny, McMillan, and Switzler offers excellent insights.