Okay, so now let's talk about how you can provide helpful feedback to others. Let's say that you are a team leader or you would like to give feedback to someone to coworkers or to any other person, how can you do it. So, the first thing that you should always do is use empathy and value their needs. So, as you can see, these two techniques here I used all the time. So use empathy and you you value the needs, it is that when you will be giving feedback, you will tell them that you understand that they did the best, you understand that they had this difficult situation home, you understand that? You understand that you understand that and you talk about the situation.

I would give you examples later. But first, I'd like to show you all the less. You want to be honest about what is relevant. For example, if you start telling someone that they drove Like a five year old child, or something like that, if, for example, they have to paint something, or they have to draw something, and you just tell them oh, you know, what you draw like a five year old child is giving feedback. But it's not helpful because it's not relevant to say that. So you must really give the feedback about what is relevant.

What is relevant is that they don't have they don't know how to draw. And this is a better feedback that will give them the address, say, hey, my, my five year old child, he knows better than you. It's not relevant here. You must really understand gillnets about what is relevant but it's but what is relevant here is the drawing skills. And you don't need to talk about your about a child that draws better than them. It's not relevant to the situation.

The other one is, when you are providing feedback, you want to give feedback one to one. You don't want to give feedback in front of other people. What you want to do is just for example, call the person or schedule a meeting with them and give the feedback one to one. And you want also to give the feedback on a behavior that can be changed. Because if you if you give feedback on a personality trait, it will be difficult to change. And you don't even know if the person wants to change.

But if you give feedback, for example, on an action they did, or on something that they did related to the work for example, it will be a feedback that would be more helpful and you have to be honest about what is relevant. So now what are the five steps to giving feedback? The first step is to start with something positive all the time when you are giving feedback. Always say for example, you are giving feedback about the presentation. You can say I really liked when you did this part here. Your presentation was overall good.

I really liked Introduction. I really liked point three, I think you did that really? Well, you did that? Well, I think that was excellent. And then when you would start giving feedback, I would like you to be specific. And to have a positive frame feedback, by by that I mean, and there is something that you can maybe improve.

You can maybe have a conclusion that has, that is a better summary. Or you could say, and there is something that you could do even better. It's maybe in point three, you could try this example instead of this example here. So, you are specific and you are positive framed feedback. It means that instead of saying that once you what what you did wrong was that you can say what you can do better is that What you can improve is that in the way that we perceive your feedback, it will be better for them because they will accept it more. So, if you want to give feedback so that it can impact them, it has to be framed positively with what you can improve, what you can do better for example, are to create sentences to use.

The other point is that you can talk about why it happened, because if you are giving feedback about for example, poor job performance. For example, if you are giving feedback about something that the person did that work, you can ask what happened, because knowing the reason, knowing why the person did that, or how the person behaved that way, is important, so that you can understand better why it happened. And also you can ask this, this question. In what what can you do to improve these, these actions? Or in this case? What can you do to improve the presentation, you can always ask what you can improve, because that's great to deliver the feedback here in the positive frame way, and maybe ask why it happened.

But then it's also important to know how they can improve the behavior. So you can tell them how they can improve. Or you can ask them, and it's even better. How do you think you can improve that? So now let's talk about the last one. The last one is optional.

But it's something that sometimes you have to do. Sometimes you have to show the person that there will be consequences if they don't improve the behavior. So sometimes you can just inspire the person to improve the behavior and show them why it's important and really give them feedback valuable. feedback that can inspire them to change. But sometimes you will see that the person doesn't change and over and over again, they don't really care. And what you can do is you can show consequences.

So, you can see that if the person arrives late again, you will tell their boss or there will be other consequences. So sometimes you can use that. So he gives you the the formula to provide helpful feedback. So now my question to you is, how can you apply that to your situation to your life, to really be able to give and to provide helpful feedback to others. So, think about the situation where you have to provide feedback and just write it down according to these elements here, the feedback that you would give to people and you will become good at providing feedback if you use these elements here.