JOHARI WINDOW

(http://en.wikipedia.org/wiki/Johari_window)















FEEDBACK GIVING & ACCEPTING



     FEEDBACK GIVING


·   GIVEN ON REQUEST

Feedback is effective when it is given on request. Both ends should agree with feedback giving.



·  THE RIGHT TIME AND PLACE

Feedback giving needs at least basic privacy and adequate time – it should never be given in a
hurry.


·  DESCRIPTION NOT EVALUATION

Feedback describes what a person has done or said, it does not evaluate if it is right or wrong.



·  BE CONCRFETE, NOT GENERAL

Concrete observed situation should be described, feedback does not generalise form the particular
situation.



·  CONSEQUENCES

Feedback summaries all reactions of the people involved and/or consequences of a person’s behaviour
in the given situation.


·  BALANCE

Positives and negatives should be in balance.


     FEEDBACK ACCEPTING


·  LISTEN ACTIVELY

It is important to listen carefully and remember (even take notes) the information.



·  MAKE SURE YOU UNDERSTAND

Open questions or asking for more examples can help you to clarify unclear and vague information.



·  DO NOT DEFEND YOURSELF

There is no need to explain why you have done certain thing the way you have.



·  TAKE TIME FOR EVALUATION

It is important to take enough time to think about the information and analyse critically which
areas are to be changed and why.



·  SAY   “THANK YOU”

Honest and well-given feedback is a useful gift that deserves acknowledgement, even if negatives
prevailed.