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Successful professional development requires more listening than talking. In an education context, I work with teachers to identify issues that they feel that they need help with and encourage reflection on their own practice so that they can identify the ways in which they can move closer to their goals. The professional developer's role in this case is of "critical friend" who provides feedback on how to close the gaps between current practices and desired outcomes.

Clear feedback given in a constructive way avoids misinterpretations that can turn well-intentioned guidance into personal attacks. I attended a client’s town-hall meeting where the CEO highlighted overall 'poor' performance, 'below par' delivery and 'disappointing' results. While clearly stated, it had a devastating impact on morale. Similarly, when giving 1:1 corrective feedback, avoid judgmental language that can come across as criticism. Instead of "You didn’t do X" or “Why did you do that?” Instead, use non-evaluative language such as “I noticed X" and “I’d like to understand your thinking here”. Skilful use of positive language and a constructive, forward-looking approach can also minimise misunderstandings when giving feedback.

To avoid misinterpreting feedback, clarify expectations upfront, ask for immediate clarification if something is unclear, paraphrase the feedback to confirm understanding, and maintain regular check-ins to ensure alignment.

I typically will communicate things in 2-3 different ways. I will send an email, restate in meetings, then also ask someone to give me their interpretation and allow others to give feedback. We openly discuss it and allow others to give their input as we create policies or guidelines. It's the only way to avoid miscommunication.

Desde mi experiencia, es fundamental practicar la “escucha activa”. Esto implica no solo ser claro y específico en tus mensajes, sino también prestar atención a cómo la otra persona responde y captar cualquier señal de confusión. Al final de una conversación, haz preguntas abiertas para confirmar que se ha entendido correctamente lo que se ha dicho y ofrece la oportunidad de aclarar cualquier duda. Además, utiliza ejemplos concretos para facilitar la comprensión y crea un ambiente donde las personas se sientan cómodas expresando sus preguntas o preocupaciones. Finalmente, solicita feedback de manera regular para ajustar tu comunicación y asegurarte de que el mensaje se haya recibido como esperabas.

Conversation emails etc should always have a purpose linked to a priority. I would then say 80% listening and 20% asking great questions Describe what you thinking? Talk me through .. ie coaching conversations lead to greater collaboration

Primeiramente, certifique-se de que ouviu e compreendeu corretamente o outro e suas intenções na comunicação. Em seguida expresse sua opinião de forma clara, objetiva e utilizando uma linguagem de fácil compreensão para a outra parte. Importante estar aberto (a) para a comunicação, tanto para contribuir quanto para receber críticas, em caso de feedback negativo.

Entender a necessidade do próximo através da escuta ativa é um pilar fundamental para o desenvolvimento pessoal de ambas as partes. A maioria das empresas/pessoas pulam essa importante etapa, deixando de lado por vezes sugestões importantes que pode elevar o nível da equipe como um todo, ou em alguns casos perder excelentes colaboradores por não estarem por dentro das suas necessidades, desmotivando, deixando de lado e ignorando ideias que podem servir de mudanças significativas para todo o conjunto, praticar escuta ativa não é somente saber se “está tudo bem”, mas sim entender a fundo a necessidade individual de cada pessoa, trazendo-as cada vez mais próximo da equipe como um todo!

Interpersonal communication largely relies on body language, facial expressions, and the postures of participants. When providing feedback, it's important not only to convey the right message but also to be attentive to messages conveyed by the other party. Reactions such as defensiveness, resistance, disagreement, denial, or frustration can be identified through body language. It's recommended to address these signs immediately and offer ways for resolution or clarification.

As the director of an educational institution, I conduct numerous conversations with parents, staff, and management. I make sure to document each conversation meticulously. After every discussion, I summarize the main points and file the summary in the appropriate folder. In sensitive cases or those of special importance, such as conversations with staff following accidents, I request the relevant staff members to sign the conversation summary to confirm its content.

When you establish a growth mindset and cultivate a sense of psychological safety in the workplace it is easier for all parties to use these other wonderful strategies. For example, it’s hard for managers to create document with the right tone or for managers and staff to actively listen when people believe they are going to be accused and misunderstood before the first words are exchanged. People also need to know they can try something innovative, fail, and not be judged. Still, evaluative feedback might be received but the right workplace environment means they won’t confuse evaluation with negative judgment.