based on observed behavior. This kind of message enables the receiver to walk away understanding exactly what he or she did and what impact it had on you. When feedback is specific and direct, there is a good chance that the person getting the feedback will be motivated to begin, continue, or stop behaviors that impact effectiveness. Think about statements you have made to others concerning their behavior, and ask yourself: What did they do that made you think they were good leaders? What did they say and how did they say it to make you think they communicate well? What did they do that made you conclude their thinking wasn’t strategic enough?
In the pages that follow you will learn how to answer such questions as you develop your feedback skills. After you have read this guidebook, you will be able to
• give feedback that accurately represents your thoughts without blame or judgment
• become more conscious of a person’s behavior and the messages it sends
• increase your awareness of the emotional responses you have to the actions of others
• be able to ask for more effective feedback that you can use for your own development
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