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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.
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