Behavioral Interview: Giving & Receiving Feedback Effectively

Discord group find job together ## Beyond "You're Great!" or "That Was Terrible": Mastering the Art of Giving and Receiving Feedback

Feedback. It's the lifeblood of growth, both personally and professionally. We crave it to understand our strengths, identify areas for improvement, and ultimately become better versions of ourselves. But let's be honest, giving and receiving feedback can sometimes feel like navigating a minefield. Too harsh, and you risk demoralizing someone. Too vague, and it provides little real value.

So how do we strike the right balance? How do we move beyond generic platitudes like "good job" or "needs work" and deliver feedback that is truly meaningful and actionable? The answer lies in focusing on behavior, not personality.

Why Behavior Matters:

When you focus on specific behaviors, you avoid making judgments about a person's character or intentions. Instead of saying "You're always late," which can feel personal and accusatory, try "I noticed you were late to the last three meetings. Could there be something preventing you from arriving on time?" This shift in language invites a conversation and focuses on finding solutions rather than assigning blame.

The Power of the "STAR" Method:

To effectively deliver feedback based on behavior, consider using the STAR method:

• Situation: Describe the specific context or scenario where the behavior occurred.
• Task: Outline the task or goal involved in the situation.
• Action: Detail the specific actions the person took.
• Result: Explain the outcome of their actions and its impact.

For example, instead of saying "Your presentation lacked engagement," you could say:

"During the team presentation yesterday (Situation), your task was to present our marketing plan (Task). While you covered all the key points, I noticed that you primarily read from your slides without much eye contact or interaction with the audience (Action). This resulted in a less engaging presentation for the team members (Result)."

Receiving Feedback Like a Pro:

Just as giving effective feedback is crucial, so too is receiving it constructively.

• Listen actively: Pay attention to the specific behaviors being discussed and avoid getting defensive.
• Ask clarifying questions: If something is unclear, don't hesitate to ask for further explanation.
• Focus on solutions: Instead of dwelling on the negative, brainstorm ways to address the feedback and improve in the future.

Remember, feedback is a gift. It's an opportunity to learn, grow, and become better at what we do. By focusing on behavior rather than personality, we can make feedback a truly valuable tool for personal and professional development.

Putting Feedback into Practice: Real-Life Examples

Let's bring these principles to life with some concrete examples. Imagine you're a project manager leading a team tasked with developing a new marketing campaign. Here are some scenarios where applying the "behavior over personality" approach can make all the difference:

Scenario 1: A teammate consistently misses deadlines.

Instead of saying, "You're always late with your work," consider:

• STAR Method:

  • Situation: We had a deadline for the campaign concept proposals last Friday.
  • Task: Your task was to develop three unique campaign concepts and present them at the meeting.
  • Action: While you submitted some ideas, they arrived after the meeting deadline.
  • Result: This delayed our brainstorming session and impacted the overall progress of the project.

• Follow-up Conversation: "I noticed that your contributions for this project have been late recently. Is there anything preventing you from meeting deadlines? Perhaps we can adjust the workflow or provide additional support to help you stay on track."

Scenario 2: A team member's presentation lacks engagement.

Instead of saying, "Your presentation was boring," consider:

• STAR Method:

  • Situation: During yesterday's client meeting, your task was to present the proposed marketing strategy.
  • Task: You were responsible for showcasing our understanding of their needs and outlining a compelling plan.
  • Action: While your content was informative, you primarily read from slides without making eye contact or using engaging visuals.
  • Result: The client seemed less attentive and didn't actively participate in the discussion.

• Follow-up Conversation: "I appreciate that you covered all the key points in the presentation. However, I noticed that there wasn't much audience interaction. Maybe incorporating more visuals or interactive elements could make future presentations more engaging for our clients."

Scenario 3: A colleague struggles to communicate effectively with others.

Instead of saying, "You're not a good communicator," consider:

• STAR Method:

  • Situation: During the brainstorming session for the new campaign, you proposed an interesting idea.
  • Task: Your task was to clearly articulate your concept and answer questions from the team.
  • Action: While your idea was valuable, it was difficult to understand due to unclear explanations and limited follow-up on questions.
  • Result: This led to confusion among team members and slowed down our progress.

• Follow-up Conversation: "I really liked your brainstorming contribution about [mention specific idea]. To ensure your ideas are fully understood, perhaps we could practice presenting them in a more structured way or utilize visual aids to clarify complex points."

By focusing on specific behaviors and using the STAR method, you can deliver feedback that is constructive, actionable, and ultimately helps individuals grow and improve. Remember, the goal isn't to criticize but to empower others to reach their full potential.

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