Summary of barriers, not giving feedback, colored feedback, threatening words over inflated sense of self defensiveness clear. The clear part of the compass stands for constructive, being prepared to speak and focusing on the facts, language, choosing our words carefully and respectfully evaluate, evaluate the impact on the giver and the receiver. Action. Set SMART goals for change together. relationship, always nurturing the relationship construct here. Let's look at each element separately.

Prepare the feedback conversation. Be clear about the purpose and format. the right reasons. the right words, the right place, the right time. Be courageous and speak up, even when faced with resistance Iraqi and cultural norm. language.

Use positive and respectful language to avoid defensiveness. Use direct language and action focused statements making vague or indirect statements can easily be misunderstood or go unnoticed. Use factually correct and relevant language using incorrect or non verified facts will easily be interpreted as untrue or unfair. Evaluate describe inactive behavior on person and or organizational performance. Imagine the impact your feedback might have on the receiver to prepare for the reaction. Let's try to understand your question.

Tribution to the system. Action focused on the desired and exciting future to motivate the receiver to change and not dwell on the past, listens asks questions and summarize these conclusions together with the receiver to set goal involve receiver to make sure the goals are smart and challenging. relationship. strong relationships can prevent or delay defensiveness and conflict. Once the feedback has been given, it is important to re establish the relationship by showing the receiver you still trust and like them. Ensure the receiver that they are starting with a clean slate and that no one is keeping a blacklist of their mistake.

Be courageous and prepare for feedback on the feedback.