Redman Training and Development

Facilitating business and personal success

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Giving Feedback To a Colleague, Client or Service Provider

  

Have you ever needed to tell another person how you really feel or need to be treated.

Maybe a situation where a close friend consistently leaves you waiting when you arrange to meet at an agreed time and location. Of course, when they do eventually arrive, they are briefly apologetic, and perhaps to hide their embarrassment, they lead the conversation as though there had been no inconvenience to you, their friend. 

Have you held back saying what you really feel about being treated like this.

Many people avoid giving this sort of “feedback”. 

Underlying reasons can be:

To avoid conflict, 

Not wanting to “rock the boat” 

Potentially lose a good friend. 

We may even justify our avoidance by self talk such as:

It’s not really such a big deal,

Maybe I’ve done this, so who am I to complain?

The problem we create by not providing our friend feedback is that we are making it ok to be treated this way not only by this friend but by others as well. 

It can lead to resentment, lack of confidence, low self esteem, even depression. Perhaps our friend is totally unaware of how their behaviour may be effecting us and others. By speaking up we give them the opportunity to recognise and change their behaviour. 

Delivering feedback when we have built up resentment can result in an undesirable outcome for both parties. A lose / lose situation . 

The key is to deliver the feedback in such a way that the person receiving the feedback feels open to hearing it without becoming defensive. This results in a positive outcome for both parties. A win / win situation.



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 This topic along with many others are delivered in workshops we conduct throughout Australia and overseas. 

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Receiving Feedback

Receiving feedback can be extremely challenging.

  

For many of us receiving feedback can be extremely challenging. Who can relate to feedback being given to us in our early formative years. This feedback was often instructional, delivered in the moment without us requesting it and most often about what we had “done wrong”. It could also have been delivered in anger.

It is quite normal for most people to have a negative reaction when we hear the word “feedback”. In our formative years we didn’t have the cognitive skills to analyse the feedback being given to differentiate that its about the behaviour rather than the self. This often resulted in the formation of a belief that we are a “bad” or “incapable” person rather than that we were demonstrating unhelpful, unacceptable unsupportive behaviour.

We carry this mindset in to our adult years so that when we hear the word feedback we cringe and often react from the memory of how we received feedback as a child.

The reality is feedback is a valuable opportunity for us to learn and improve.

There are methods of delivering (ref article in KBDi etc SZ ? link) and receiving feedback that improve communication to achieve outstanding results in both business and our personal lives.

From a business perspective the manner in which we receive feedback can elevate how we are perceived by or client or colleague. To go to a defensive response can often develop in to a conflict between two parties. Alternatively, we can improve a relationship when we receive the feedback with gratitude and allow time to evaluate before responding.

Remember feedback is an expression of opinion rather than fact from the deliverers point of view. 

Learn More

This topic along with many others are delivered in workshops we conduct throughout Australia and overseas.

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the kitchen and bathroom blog article

Business Development - Ask the Expert

An interview by Melanie Gardner from the Kitchen and Bathroom Blog with Ron Redman


Business Development in the kitchen, bathroom, interiors, furniture and building industries is often one of the trickiest areas to manage. When things are busy, it’s hard to find the time…and when things are slow it’s hard to justify the expense. 

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To read the rest of this article click on the link below.