Here's how you can deliver effective feedback in a group setting.

Delivering feedback in a group setting is a lot harder than if you do it in a one-to-one scenario - this is a fact. So, it is key that you prepare well: - Note down all the points you want to make across; - Be very selective of the language you use: you don't want the person receiving feedback to feel attacked or humiliated in front of others; and - Be factual - never raise points or use language that reflects someone's personality, focus on the events. Similarly, note the personality of the person receiving feedback, so that you try to anticipate their reaction - if you can anticipate their reaction you can focus on any areas that might cause some friction. Lastly, always start with the positive to minimise the negative impact.

The short answer may be: don't. Make sure to tailor the feedback to the right setting. Often, feedback is best given in private. However, if the feedback is *for* a group, the same rules apply as for 1-on-1 feedback. - Focus on the facts, instead of interpretations. - Frame it from your point of view. E.g. "I think" or "I observed" - Feedback isn't criticism and shouldn't be personal. Present it as a basis for growth. - Just be real. Some feedback can be tough to hear. Acknowledge the elephant in the room, e.g. "I know this might be tough to hear but I think it's a great opportunity for growth"

Don't fall into "you vs me" mentality. Providing feedback can create a foundation for trust and comradery if done correctly. So, create a safe atmosphere. Show that you care. Give the group time to process and respond. Be willing to listen and take your own feedback. Feedback isn't a one-way street.

Setting the right tone is crucial for delivering feedback effectively in a group setting. Start by creating a positive and supportive environment where everyone feels safe and respected. Begin the session by emphasizing the importance of feedback as a tool for growth and improvement, rather than criticism. Be clear about your intentions to help and support the team. Using a friendly and open demeanor can help to reduce anxiety and encourage a constructive atmosphere. By setting a positive tone, you pave the way for more receptive and productive discussions.

Encouraging dialogue ensures that feedback is a two-way street. Invite team members to share their thoughts, experiences, and perspectives. Ask open-ended questions to stimulate discussion and encourage everyone to contribute. Listening actively to what others have to say demonstrates that you value their input and fosters a collaborative environment. Make sure everyone has the opportunity to speak and feel heard. This approach not only enriches the feedback process but also promotes a culture of open communication and mutual respect within the group.

Following up is essential to ensure that the feedback given leads to actionable improvements. After the group feedback session, set specific goals and timelines for implementing changes based on the feedback. Schedule follow-up meetings to review progress and discuss any challenges that may have arisen. This helps to reinforce the importance of the feedback and shows that you are committed to supporting the group’s development. Regular follow-ups also provide opportunities to celebrate successes and make any necessary adjustments, keeping the momentum going.

While group feedback addresses collective issues, it’s important to personalize support to meet individual needs. Recognize that each team member may have different strengths, weaknesses, and areas for improvement. Offer one-on-one sessions to provide more tailored feedback and support. This allows you to address specific concerns and help each individual develop their skills effectively. Personalizing support demonstrates your commitment to their growth and helps to build stronger, more confident team members. By balancing group and individual feedback, you can enhance the overall effectiveness of your team.

To deliver effective feedback in a group setting you ideally need a positive and respectful atmosphere. Without that, any further efforts are likely to fail. When you share it, be clear and specific about the feedback, focusing on behaviours and outcomes rather than personal character traits. Use 'I' to clarify that this is your perspective, and avoid blame. Balance constructive criticism with positive reinforcement to motivate the group, and encourage open dialogue, inviting group members to share their thoughts and suggestions. Ensure everyone feels heard and valued, and follow up with actionable steps, offering support to help the group improve and succeed.