The biggest misconception the people have about communication is that it has already happened. For that reason sessions like interconnect are crucial to steer the speaker towards right direction. Always provide context before you give feedback. For example, I wanted to talk to you about the report that you wrote yesterday.
These views were expressed by Monika Arora, corporate trainer while addressing a session on ‘Effective Interpersonal Communication for managerial growth’ here at IMA Multimedia Hall. The session was organised by Indore Management Association (IMA). Monica started the session by stating that Effective interpersonal communication is very important for all organisations, in wh ich no company can survive without it.
Mintzberg (1973) study in The Nature of Managerial Work demonstrates the importance of oral communication. He found that most managers spend 50% to 90% of time to talk to people.The session was an eye-opener in the way the new-age concepts of business communication skills are conveyed by corporate trainer Monica, who has trained hundreds of employees and students in business communication.
The session spoke about diffe rence between being ‘communicating’ and ‘communicating eff ectively’. Topics like verbal and written communication were covered with a lot of activities and exercises. It helped participants to learn the ways of clear, concise and error-free communication. Employees from SRF Limited, FibroGrats Pvt. Ltd., Piramal Enterprises Ltd., Pratibha Syntex, MAHLE Engine Components India Pvt Ltd, IMA-PG India Pvt. Ltd., InfoBeans Technologies Limited participated in the session.
How to give feedback
1. Do it often: virtually no one thinks they get enough feedback and that is because virtually no one gives enough.
2. Don’t be shy: Give feedback as close to the event it refers to as possible. This way what happened is fresh in everybody’s mind and it will be easier to learn from it.
4. Be specific: Talk about what went well and what could have gone better for the individual or the team.
5. Describe actual behaviours where possible
6. Give a wider context: Describe the impact it had and on whom. This gives an idea of how important it is.
7. Be generous with positive Feedback: With positive feedback describe what it tells you about the individual. There are not many greater motivators than being told you are a wonderful person.
8. Allow people a chance to respond – If they would like time to reflect, let them, and agree to talk about it again at a future date. Do not force people to talk about it though.
9. Remain objective: Don’t let your personal prejudices get the better of you. Remember you are giving feedback for the other person’s benefit and not to vent your own spleen.
10. Build an action plan – With critical feedback make sure there is an agreed way to progress. Find the right time and place.
