“I Don’t Know”

Why is it so hard to say these 3 words?

Is it pride? ego? or an attempt to save face?

During my time as a SIFE presenter, competition judges would ask me a number of questions about my team, projects, results, etc. – and I was required to know the answer. If I didn’t…well then I was pretty good at thinking on my feet (what some people call the BS generator!). Pretty soon after consistent reinforcement, the mindset of always having to give an answer became my reality.

But there are times when all you need to do: is shut up, say you don’t know and listen.

This past summer I had a great meeting with someone from the consulting industry who was helping me prepare for an interview. Sitting in a coffeeshop, he asked me “If you were asked a question like, how many pounds of coffee this place goes through in a day – do you know how’d you answer the question?”

I didn’t. Instead of telling him that, I made something up about various estimates I would make, factor in a few other variables, use some big words, blah blah blah.

“Ok, so you don’t know.”

Busted.

He made me realize something important: I’m not perfect, I don’t and won’t have all the answers – and in cases like this: it’s OK. This wasn’t the real interview and last I checked, I had asked for this meeting to get help; not to prove something. The more time I spent pretending to know, the more I was taking away from listening to the answer that would help me. It’s important to recognize the audience you’re dealing with. I could have argued that my answer was correct and at that moment made up my mind that anyone who disagreed with me was wrong – but that would be insulting the time he took after his long work day to meet me. He wasn’t being paid to be here and my being prepared for the interview was of no consequence to him. Often times the audience giving us advice/feedback does so for our own good. You may not agree with everything they have to say – but you owe them your patience to hear them out, process what they’re saying and take from it what you will.

Moral of the story? Shut up, say you don’t know and listen: It’ll be worth your while.

Giving Effective Feedback

Giving Effective Feedback should not be confused with Giving Praise & Criticism.

Praise/Criticism is based on personal judgments about ones performance/effort and the outcome. It is usually based on opinions or feelings and is focused on the PERSON rather than the ACTION.

Hey Dave, Great Job Today

Today is too vague. What part of the 8 hour work day did he do a great job on?

Nancy, You’re always late

Always? Really? Can you back that up? Providing proof is a conversation for another day, but be sure you are able to provide SPECIFIC examples. In this case, if the person making the statement had documented Nancy’s lateness they are able get away with saying that.

Constructive Feedback is Information Specific, Issue-Focused and Focused on Observations. Follow the following 3 Guidelines to ensure your feedback is effective.

1) Organize your content

In the first sentence you should have told the person what you are going to giving them feedback about. Then when delivering the feedback make sure it comes from you – this mean’s starting it with “I…”

Not how to do it:

Nancy, you’ve missed deadlines and your work is full of errors. We’re going to lose the Fisher account because of it.

Here’s the right way:

Nancy, our conversation today is about the report you prepared for the Fisher Account. I noticed that you put it on my desk 2 days after the assigned deadline. I had a chance to review it and found that it was full of spelling errors. The report had to be reviewed and re-done – we might lose the account over this.

Notice that the person giving feedback also told them what might happen as a result – this is important. Be sure to make the person aware of what may happen as a result of their actions. Hold them accountable.

2) Deliver it in a Manner that:

– Is Direct.

Don’t fluff the situation – get to the point, this helps alleviate any confusion.

– Avoids “Need-to” statements.

Instead of:

Dave you need to hand in reports on time and make sure you spell-check them.

you could say:

Dave, your report was handed in late with spelling errors.

– Avoids the “but…”

George, you did a great job! but we lost the account.

Wait…what? But I thought George did a great job? Putting the ‘but’ in there basically means: “Hey Sorry, I lied to you about what I said before here comes the truth. If I haven’t said it enough already BE DIRECT!

– Shows sincerity (when Positive)

Great Job Today!

doesn’t really cut it as much as

Dan, when you stepped in today to finish the presentation for Kevin, you really saved our butt! That was greatly appreciated and helped us secure the client

See what I mean?

– Is given in person

DO NOT, DO NOT, DO NOT, Do not give feedback through a messenger. Do it in person, live, face-to-face. Do not: send it through someone, do it over the phone, do it over an e-mail or instant messenger.

3) Give the feedback ASAP! Or ASAR.

This is done so that the event is still fresh in people’s minds. Feedback is meant to given in real-time (which is why I emphasized giving the feedback “live”). BUT! It may be important to give the feedback ASAR. As Soon As Reasonably-ready. Sometimes angers may flare, or emotions run high. Recognize that people may need time to cool-down before they are ready for a de-brief, otherwise things may be said that are later regretted.

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Now it’s your turn!

This was my first post to the Rovolution blog, I’d love to hear your constructive feedback on the design/functionality and content!