O PODER DO FEEDBACK | Série “Profissional do Futuro”

Summary

This video discusses the importance and challenges of giving feedback in the workplace, particularly within Brazilian culture. It emphasizes how feedback should be seen as a tool for improvement, not just criticism. The speaker highlights the significance of timing, empathy, and clear communication in delivering feedback effectively. Different methods, such as the 'sandwich' technique and 360-degree feedback, are explored to ensure feedback is constructive and not traumatic. The content stresses the need for sensitivity and adaptability within various corporate cultures to enhance productivity, creativity, and employee confidence.

Takeaways

• 😀 Feedback should be seen as a tool for improvement, not as a personal attack on one's ego.
• 😀 In Brazilian culture, feedback is often perceived as a personal critique, making it harder to accept.
• 😀 Feedback should be given with empathy, recognizing the broader context in which the work exists.
• 😀 Feedback is not only about criticism; it should also highlight positive aspects and areas of success.
• 😀 The 'sandwich method' of feedback involves starting and ending with positive feedback, with constructive criticism in the middle.
• 😀 360-degree feedback involves gathering feedback from peers, subordinates, and superiors for a comprehensive view.
• 😀 A good feedback process should be regular and ongoing, not limited to a one-time event.
• 😀 Empathy is essential when giving feedback, especially when the feedback could have a significant emotional impact on the recipient.
• 😀 The 'IDAE' acronym (Identify, Describe, Encourage, Act) provides a structured approach to delivering effective feedback.
• 😀 Feedback should be delivered at an appropriate time, in a way that is clear and objective, without unnecessary fluff or confusion.
• 😀 A corporate culture that embraces regular feedback leads to increased trust, productivity, and creativity within the company.

Q & A

What is the main topic discussed in the script?

The main topic is feedback in the workplace, specifically how to give and receive feedback effectively, and the importance of feedback for personal and professional growth.

Why is feedback particularly difficult in Brazilian culture, according to the script?

In Brazilian culture, criticism is often taken personally, which makes it challenging to separate personal feelings from professional feedback. This leads to emotional reactions when receiving feedback, especially in professional settings.

What is the 'sandwich method' of giving feedback?

The sandwich method involves giving feedback by starting with positive comments, followed by constructive criticism or areas for improvement, and then ending with more positive reinforcement. This approach helps make negative feedback less traumatic.

What does the acronym 'ID' stand for in the context of feedback?

'ID' stands for 'Identify' and 'Describe'. It refers to identifying the problem or issue and describing the impact that a change could make, thus setting a positive context for the feedback and its potential for improvement.

Why should feedback be given at the right time?

Timing is crucial because feedback should not be given when the recipient is distracted, tired, or in a difficult situation. Choosing the right moment ensures that the feedback is received well and has the desired impact.

What is the importance of empathy when giving feedback?

Empathy is essential as it helps the person giving feedback to understand the broader context, such as external challenges or team-wide issues, rather than just focusing on individual shortcomings. This makes feedback more constructive and less personal.

How can feedback be a regular practice in a company?

Feedback should not be limited to a one-time event but should be a regular practice to continuously improve actions, procedures, and productivity. It can be embedded in the company culture by choosing appropriate times to provide feedback and making it a consistent habit.

What is the concept of '360-degree feedback'?

360-degree feedback involves gathering input from all levels—superiors, peers, and subordinates—providing a more comprehensive and dynamic view of a person's performance and areas for improvement.

What does the 'A' in the feedback acronym 'IDAE' represent?

The 'A' in 'IDAE' stands for 'Encourage', which means to motivate and support the person receiving feedback in making the necessary changes. It involves providing the resources and guidance for the individual to succeed in making improvements.

What is the key takeaway from the script regarding feedback in the workplace?

The key takeaway is that feedback is an essential tool for professional development and improving the work environment. It should be delivered in a thoughtful, empathetic, and constructive way to foster trust, productivity, and continuous improvement in the workplace.