Constructive Feedback and Type

Constructive Feedback and Type

As author, Andrew J. DuBrin, states it – “Feedback is information about past behavior, delivered in the present, which might influence future behavior.”

Providing constructive feedback about job performance is a basic responsibility of every leader. Feedback is necessary to help others develop, grow and correct their mistakes.

The MBTI (Myers-Briggs Type Indicator) can assist in really reaching an understanding and moving people forward in a constructive feedback coaching session.

Use the following suggestions for the type preferences below:

Preference

Feedback Suggestion(s)

S – Sensing

• Describe the actual and specific behavior or unfulfilled responsibilities you have observed.
• Be concrete. Use factual data.
• Keep your suggestions practical.

N – Intuition

• Relate the actual behavior to the big picture (i.e. team productivity, morale, etc.).
• Give your impressions about how this behavior has affected outcomes.
• Use a variety of methods-“what if” questions, brainstorming, asking for insights.

T – Thinking

• Determine and express the logical outcomes of this behavior and its consequences for you, the individual, the others in the work area.
• Consider the pros and cons of any actions that the person should take.
• Explain the specific rationale for why change is needed and useful practices.

F – Feeling

• Disclose your feelings and values. Be supportive.
• Explain why this behavior is a responsibility and why it matters.
• Express your belief that the behavior can and will be changed.