Third Party Negative Feedback – How To Decide

Submitted by mauzenne on Mon, 07/26/2010 - 02:01.
in

This cast describes how to decide whether or not to give feedback to one of your directs based on someone else's input.

In a previous cast about third party feedback, we recommended ways to deliver feedback based on input from others. The important guidance there was to remember that other managers may not think in terms of behavior, whereas if you're going to give feedback, you have to know what the behavior was.

But we left out something that we get asked about a lot. How do I know whether or not to give the feedback, and what do I do if my directs say I'm wrong? That's a really good question.

And here's the answer.


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Tchamberlain's picture
Submitted by Tchamberlain on Fri, 01/28/2011 - 16:05.

Third Party Negative Feedback - Thanks!

This week I received input from three different sources regarding one of my directs and his negative and arrogant attitude. While giving the feedback I used the words “What’s important is I believe it” and “When You behave this way it…” He immediately stopped arguing about the validity of the charge, said he understood and we went about our day.

The whole event lasted just a few minutes and played out almost exactly how it did in the cast. – Thanks guys, this was a huge help.
 
ps. I really feel like I'm getting better at this!
 
Tim

mlengerich's picture
Submitted by mlengerich on Thu, 04/14/2011 - 16:14.

Third Party Feedback and When Not to Give Feedback

What would be the response where the third party feedback you receive falls into the category of "egregious" as identified in When Not to Give Feedback.  As an example a supervisor using threats, intimidation and verbal abuse against a direct, that is reported but you did not witness?  (Assume that the report passes the "do you believe it" test)

Faced with this situation I attempted to blend the two casts together with the salient principles.  I did not launch an investigation, but did allow the supervisor to answer whether or not they behaved in the reported manner.  I used the techniques from 3rd party by saying "It doesn't matter who reported it, I believe that we have a problem" (which changed the whole discussion).  I also used the "Cliffside" approach.

I intend to use the Late Stage Coaching model to hopefully change the behavior of the supervisor.

Any comments, thoughts or opinions?

vonigan's picture
Submitted by vonigan on Tue, 08/30/2011 - 17:08.

Just listened to this cast - linked to "gossip" cast

I've been going through the MT casts for the last few months (starting with the basics, and now moving on to the entire list of casts).

Mark thought he did this cast before. I've heard the information in this cast previously - but the last cast was entitled "How to Stop Gossip" (Jan, 2010).

It's all the same steps, and I suppose rightly so, because Gossip is Third party feedback. There *MAY* be questions/concerns that evolve after listening to this cast that are covered in that cast, so figured I'd share the insight.

V