Chapter 14 Question #2

The book does a great job of giving advice on how to provide observer feedback. In the text, the authors give 10 guidelines for obtaining individual feedback which can be either written or oral. The first guideline is to avoid generalizations such as phrases like “well done”. I touched on this in a previous post because it does not seem as genuine when someone says “good job team”. I think most people prefer to be individually recognized because they feel their efforts and ideas are actually appreciated instead of overlooked. Second, it states to focus on behaviors that can be changed perhaps instead of other non important factors that there is no control over. Third, is listed as do no debate or argue with the group. Here it is important not to try and enforce your own ideas and opinions on the group. Instead, try to mediate the situation and provide a neutral stance. The fourth guideline is to not micromanage the group process. Meaning, do not try to be the leader of the group and , instead, be an observer that will provide constructive criticism that can help the group improve in a few areas rather than a lot of different ones. The fifth guideline is to remember your role as the observer. This can be helpful because sometimes people may get caught up in the role and start telling the group members what is wrong without a good explanation. It is important to explain WHY the observer does not like something instead of just stating it. Next, the 6^th guideline is to accentuate the positive. This is an important guideline because starting off with the positive sends good vibes to the group and gives them a great sense of unity. Seventh is to end with specific suggestions for improvement rather than broad and general suggestions. Next is to be clear and concise. By being clear from the beginning, there is less chance of confusion and more chance of getting positive results from the group. Do not “beat around the bush” because that will just lead to unnecessary obstacles. The ninth guideline is my personal favorite which states, complement in public and criticize in private. This is important because no one likes to be told what is wrong with them in front of others. We are all self-conscious to some degree and it is best to provide criticism with a one-on-one approach. On the other hand, it is nice to feel like we are doing a good job and to let others know how well we are doing. This could also be a way to get others to mirror what you are doing to receive the same type of praise which will ultimately lead to a successful group. The last guideline is to develop positive relationships . One should always do this because being positive will always pay off and make people actually want to work with you again. As an observer, group members should not be intimidated by you but instead see you as someone willing to help instead of pointing out what is wrong.