There are a lot of fancy feedback tools out there, some quite elaborate. While useful if implemented correctly, using something simpler often makes more sense. Here is one idea.
Ask those from whom you want feedback to respond to three simple questions:
- What should the person keep doing? (good things that are helpful),
- What should he/she stop doing? (things that are not helpful), and
- What should he/she start doing? (things to enhance the person’s performance and effectiveness).
This can be done either in writing or in person. For example, I recently gathered this input for a CEO from seven of his top people. It took about 45 minutes and was very effective. These kinds of techniques don’t need to be overly complicated.
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