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There are various ways to become a Manager. One can work themselves up from the “mailroom”, be hired for their skills and abilities as Manager or bluff their way in.

Whether which way, a Manager needs a certain set of skills to be an effective Manager, some of which will include:

1. Good listening skills – Part 1
2. Good questioning skills – Part 2
3. Ability to provide effective feedback – Part 3 (this post)
   
4. Ability to set goals – Part 4
5. Ability to put together action plans and see them through – Part 5

There is another aspect of effective management and that is the Manager as Coach. These individuals will know the importance of empowering and nurturing their staff. They will understand that in order to get the best from their team, a high level of intuition is required.

Lets simply expand on the skills above to include the coaching skills that will permeate through a coaching style Manager:

Part 3 – Providing Effective Feedback:

Giving effective Feedback

• Doesn’t provide subjective feedback based on their own emotions
• Gives feedback on an action and not the person themselves
• Provides feedback as soon as possible
• Uses the “Sandwich” process if they must provide negative feedback – sandwich it between positive feedback
• Ensures they stick to facts and keeps emotion out of the process
• Demonstrates respect at all times, and be prepared for possible defensiveness
• Asks questions but is careful of “WHY?” questions – they could provoke a defensive reaction

“Feedback is the breakfast of champions.” – Ken Blanchard

Receiving Feedback (this is also very appropriate for staff members)

Feedback as a Skill

• Makes sure they keep an open mind and be objective about receiving any criticism. Makes conscious decisions to learn from the experience
• Listens to the other person providing the feedback – allows them to explain themselves properly
• Is aware of defensive emotions. Listens with a neutral view and refrains from jumping in with justifications
• If receiving negative feedback – the Coaching Manager accepts it for what it is and learns from it to improve future interactions
• Doesn’t dwell on feedback and allow their ego to feel hurt by negative comments from the other person
• Doesn’t let their ego hold them back, where it is “safe”
• Ensures they maintain a healthy perspective and not get bogged down with “what if” and “should have”
• Realises that reactive comments from employees are subjective and “in the moment” due to upset or taking the Manager’s negative feedback personally
• Is grateful for all constructive feedback they receive. Someone is taking the time to provide you with learning opportunities, so they thank them!

It is up to each person what they do with feedback received, but the worst a Manager can do is “nothing”. This is an opportunity for improvement, it must be taken.

Remember feedback is directed at behaviour and not self

Feedback is part of the communication process but can be honed as a skill and improved on to provide growth and development for the receiver, if given appropriately.

Do you feel providing and receiving effective feedback are important skills for a Manager to hone? Do you think most Managers would possess these skills naturally? Do you think feedback is a necessary part of Management?